University Policy Manual

Welcome to Pepperdine University. Pepperdine is a Christian university committed to
the highest standards of academic excellence and Christian values, where students
are strengthened for lives of purpose, service and leadership. As an employee of Pepperdine,
you are instrumental in supporting this mission of the University. We hope that you
find your position with Pepperdine rewarding, challenging, and fulfilling.

The purpose of the Pepperdine University Policy Manual (the "Manual") is to acquaint
its employees with its employment policies, procedures, standards, and benefits. The
Manual answers many common questions about employment at Pepperdine, but cannot anticipate
every situation or answer every question. If you need additional information or have
any questions, please consult with your supervisor or Human Resources.

Nothing contained in this Manual or any other materials distributed by Pepperdine
constitutes or creates a contract of employment between Pepperdine and any employee
or creates any contractual obligation of any kind whatsoever.

Pepperdine reserves the right to change, cancel, or eliminate at any time, any of
its employment policies, procedures, guidelines, standards, or benefits, whether or
not they are referenced in this Manual. All Pepperdine employees are encouraged to
make sure that they have, and are responsible for obtaining, up-to-date information
regarding their employment.

The employment relationship at Pepperdine is based on the mutual consent of the employee
and the University. Accordingly, either the employee or the University can terminate
the employment relationship, at will, with or without cause, at any time during the
employment relationship. The only exception is when a different relationship is set
forth in an individualized written employment agreement between the employee and the
University, signed by an authorized University representative.

Section 1 - EQUAL EMPLOYMENT OPPORTUNITY EMPLOYER

1.1 GENERAL POLICY STATEMENT

Pepperdine is an Equal Employment Opportunity Employer and does not unlawfully discriminate
on the basis of any status or condition protected by applicable federal, state, or
local law. Pepperdine is committed to providing a work environment free from all forms
of harassment and discrimination. Engaging in unlawful discrimination or harassment
will result in appropriate disciplinary action, up to and including dismissal from
the University.

Pepperdine is religiously affiliated with the Churches of Christ. It is the purpose
of Pepperdine to pursue the very highest employment and academic standards within
a context which celebrates and extends the spiritual and ethical ideals of the Christian
faith. While students, faculty, staff and members of the Board of Regents represent
many religious backgrounds, Pepperdine reserves the right to seek, hire and promote
persons who support the goals and mission of the institution, including the right
to prefer co-religionists.

It is the intent of the University to create and promote a diverse work force consistent
with its stated goals and mission.

1.1.A NOTICE TO APPLICANTS AND EMPLOYEES

All University employment application forms shall refer to the University's Equal
Employment Opportunity Employer policy (the "EEO Policy"). Further, all applicants
for employment shall be requested, but not required, to submit an Applicant Data Record
(addressing the applicant's race, gender and age). The Applicant Data Record shall
not be made available to those making hiring or employment decisions. Such information
shall be used only by Human Resources in performing statistical analysis in order
to ensure that the EEO Policy is respected.

1.1.B DEVELOPMENT

The University commits to providing resources each year for providing programs, workshops
and/or seminars to its employees in order to further the EEO Policy.

1.2 ADVERTISEMENT AND RECRUITING SOURCES

All University advertisements shall include the phrase "Equal Opportunity Employer"
or "EOE." The University will endeavor to utilize recruiting resources likely to produce
a diverse pool of applicants. Human Resources may periodically analyze the performance
of any and all employment recruiting resources.

1.2.A COMMITTEES

Where a committee is involved in hiring and/or promotion, all reasonable efforts shall
be made to ensure a diverse composition of the committee.

1.3 RESPONSIBILITIES OF HUMAN RESOURCES

Human Resources shall be available to any employee who desires to discuss possible
violations of the EEO Policy. Where so informed, or otherwise on notice of any possible
violation(s) of the EEO Policy, Human Resources shall take such steps as it believes
necessary or appropriate to resolve any failures to comply with the EEO Policy.

Human Resources shall have the authority to request and receive any and all information
from University departments regarding all matters affecting the University's EEO Policy,
including but not limited to new appointments, promotions, transfers, terminations,
and complaints of discrimination and their final dispositions.

Section 2 - JOB POSTING/APPLICATION PROCESS

2.1 OVERVIEW

All full-time academic and nonacademic positions, except those designated below, shall
be posted a minimum of five working days before a final selection and appointment
is made. Positions may be designated for promotion from within (See also: TRANSITIONS). Human Resources will be responsible for the posting of staff job notices on https://jobs.pepperdine.edu as soon as practical after receiving notice of the availability of the position.

Exceptions to the above shall include faculty, librarian and student positions; temporary
and part-time positions; certain program positions which fall outside the normal scope
of operations; positions requiring a unique, specialized skill set and/or location
(pre-approved by the Executive Vice President's Office); positions into which current
employees are to be demoted; certain reevaluations not involving a major change in
duties, reporting level, or salary; transitions resulting from reorganizations at
the level of vice-president or above; and major administrative positions reporting
to the vice-presidential level or above which call for compensation of $60,000 per
year or more. In the latter two cases, the Executive Vice President's Office is to
be notified prior to implementing such changes.

2.2 JOB POSTINGS

Open positions are posted on the Pepperdine University website at https://jobs.pepperdine.edu. The site is maintained by Human Resources.

All job postings indicate the "open for hire date" before which no final applicant
selection or hiring decision may be made.

Advertisements in newspapers, professional journals, and internet job boards are posted
upon request and are the financial responsibility of the hiring department. All advertisements
must include an approved statement that the University is an Equal Opportunity Employer.

2.3 APPLICATION PROCESSING

Applications meeting the minimum posted qualifications will be made available to the
hiring manager for consideration. The hiring manager is responsible for contacting
applicants directly to arrange for interviews.

Hiring supervisors shall check references on all final candidates interviewed before
a hiring decision is finalized (i.e. it is permissible to make an offer of employment
contingent upon a successful reference check). Applicant permission to check references
should be obtained prior to contacting references. When considering an internal applicant,
please contact Human Resources to review applicant files.

2.4 BACKGROUND SCREENING

2.4.A NEW EMPLOYEES

Pepperdine requires background screenings on all individuals prior to employment as
well as existing faculty and staff prior to transfer or promotion[1]. Department supervisors
or their designee shall serve as the point person for the department's background
screening process in collaboration with Human Resources. Department supervisors are
responsible for the screening process for their area, including maintaining and destroying
the confidential results and ensuring compliance with University policy, and state
and federal laws. Offers of employment are to be made contingent on the applicant
consenting to and passing the background screening process. Applicants will initially
be notified of the background screening requirement by the online job posting which
will include language consistent with University policy. If a background check screening
is still in progress on the employee's start date, the employee may begin working
with the understanding that their continued employment is contingent upon successful
completion of the check.

If a background screen report yields negative information, the candidate will have
the opportunity to contest any reporting inaccuracies with the University's background
screening provider. If the negative information is correct, the department supervisor
will consult with General Counsel and/or Human Resources regarding future employment
decisions for the individual based on the position specifics.

[1] Faculty promotions are defined as promotions from teaching into administrative
roles, such as transitions to assistant dean, associate dean, dean, or division chair.

2.4.B EXISTING EMPLOYEES

Department supervisors may require background screenings on an individual or an entire
department at any time as long as there is a legitimate business reason to do so.
Prior to performing background screenings on current employees or entire departments,
department supervisors should consult General Counsel or Human Resources.If a background screen report yields negative information, the employee will have
the opportunity to contest any reporting inaccuracies with the University's background
screening provider. If the negative information is correct, the department supervisor
will consult with General Counsel and Human Resources regarding employment decisions
for the individual based on the position specifics.Legitimate business reasons to conduct a background screening include all lawful reasons.
Examples of legitimate business reasons would include, but are not limited to: access
to cash, checks, raw materials or inventory with a marketable street value, donor
lists, or other proprietary information; access to residences, offices or personal
property; and when required by law.

2.4.C EMPLOYEES OF THIRD-PARTY VENDORS

Employees of third-party vendors who are assigned to University campuses for their
regular shifts shall have background checks conducted by their employer prior to reporting
to work at a Pepperdine campus. Vendors include but are not limited to security firms,
bookstores, housekeeping, and catering services. The Pepperdine manager responsible
for the contract with the third-party vendor must have discretion regarding whether
negative information from the screening precludes assignment of a third-party employee
to Pepperdine.

2.4.D ALL EMPLOYEES

There may be rare occasions that require employment without contingency of an applicant
successfully passing a background screening; in these situations the department supervisor
must obtain express written consent from the Provost or Executive Vice President.

2.4.E DEFINITIONS

Employees include faculty and staff, whether part-time or full-time, regular, contract
or restricted, exempt or non-exempt.

Human Resources maintains a clerical temporary pool and assumes responsibility for
background screenings of those employees. Supervisors of all other temporary employees
will decide whether background check screenings are appropriate.

Negative information is any information that would have the potential to impact an
employment decision. This may include, but is not limited to, convictions, inaccurate
previous employment or education data, etc.

2.4.F PROCEDURES

The information requested on the screening must be job and/or business related. For
University employees, department supervisors are to have access to the results and
associated documentation. Background screenings shall meet the minimum standards described
in the Background Check Guidelines in Human Resources. The department supervisors
shall attend training and sign the Human Resources Confidentiality Agreement. Background
screening content shall remain confidential and shared only when legitimate business
needs warrant it.

Please contact Human Resources at (310) 506-4397 for further information, training
and best practices.

Policy approved by the University Management Committee on February 16, 2012.

2.5 HIRING

When a final hiring decision is made, the hiring manager should make a job offer and
a salary offer within the range (if any) that has already been approved. If a supervisor
wishes to offer a higher salary, he or she must obtain appropriate approval BEFORE
discussing the possibility with the job candidate.To be placed on the payroll, a new hire must show proof of legal right to be employed
in the United States by completing an I-9 form and must complete a W-4 form within
the first 3 days of employment. (See also: NEW EMPLOYEES)

Section 3 - EMPLOYEE CATEGORIES

3.1 REGULAR STAFF

A regular staff position is normally an ongoing position. An end date is not usually
set at time of hire, although either the University or the employee may terminate
the employment relationship at will at any time.

3.2 RESTRICTED POSITIONS

"Restricted" refers to a position which has been approved for a limited period rather
than on an ongoing basis, and whose incumbent will qualify for all the benefits of
regular employment. Generally, a position will be designated "restricted" if the duration
of the initial approval exceeds the normal, three-month term for a temporary position.

3.3 TEMPORARY STAFF

A temporary employee is one who is hired on an "as needed" basis for completion of
a specific task or project or due to the temporary absence of a regular employee.
Temporary assignments are approved for limited periods of time, usually up to three
months.

Staff benefits are not granted, with the exception of sick leave. Temporary employees
will accrue sick leave at the rate of one hour of sick leave for every 30 hours worked
up to a maximum of 24 hours per calendar year.

Temporary positions do not require posting, but if requested by the hiring manager,
Human Resources will post temporary job openings. Human Resources offers an in-house
temporary staffing service to assist with your immediate or short-term clerical employment
needs. If temporary staffing needs are urgent or involve highly specialized skills
which suggest the advisability of turning to an agency, agency fees are the responsibility
of the hiring department.

To request service, please contact Human Resources. The University discourages the
use of temporary employment agencies.

3.4 STUDENT WORKERS

A student worker is defined as an individual whose employment is incidental to the
pursuit of a full-time course of study at the University. Individuals who have been
admitted to the University, are enrolled at least part time during an academic year
as defined by the school or college, and are simultaneously employed in a student
position will be classified as student workers. Such employees will be considered
staff members only when they fill approved regular full-time positions requiring a
minimum of 30 hours per week, and when their class schedules do not conflict with
their regular working hours. Student employees are not eligible for staff benefits.

Student workers will accrue sick leave at the rate of one hour of sick leave for every
30 hours worked up to a maximum of 24 hours per calendar year. Student workers unable
to report to work due to illness or injury should notify their supervisor before the
scheduled start of their work, if possible. The supervisor must also be contacted
on each additional day of absence. Student workers who must miss work because of emergencies
or other unexpected circumstances must notify their supervisor as soon as possible.
Any injury or illness that requires a student worker to leave work during the work
day must be immediately reported to the supervisor.

3.5 FULL-TIME STAFF

A full-time employee is one who works 30 hours or more per week and is hired to fill
an approved regular full-time staff position.

Full benefits are available to regular full-time employees working 40 or more hours
per week. Except as otherwise noted, prorated benefits are available to regular full-time
employees who are approved to work at least 30, but less than 40, hours per week.

Regular full-time employees changing to part-time status may be continued under the
Group Health Plan for a limited period of time. Contact Human Resources for details.

3.6 NINE TO TWELVE MONTH POSITIONS

It is recognized that some staffing needs are greater during the academic year. Accordingly,
positions may be designated as "9 to 12 month" positions, typically with assignments
extending from August through April. The University will continue medical benefits
and other insurance contributions during the three non-worked months for incumbents
of such positions with assignments of at least 30 hours per week. Affected employees
are responsible for any dependent coverage payments. For employee recognition purposes,
a full year of service will be credited for each year of service in a 9 to12 month
position.

To qualify as a 9 to 12 month position, a job must be initially created as such or
modified to that status by Human Resources.

For employees to receive benefits continuation for the non-worked months, they must
be given written offers of continued employment for the period immediately following
the summer months.

3.7 PART-TIME STAFF

A regular part-time staff employee is one who works in a regular staff position less
than 30 hours per week.

Regular part-time staff who work 20 or more hours per week are eligible for the following
benefits on a prorated basis when approved by the administration: prorated sick leave,
vacation, holiday pay, and time off due to death in the family. Part-time staff employees
who work fewer than 20 hours per week will be eligible for prorated sick leave and
holiday pay only. Participation in the Retirement Plan will be made available providing
all eligibility criteria are met.

3.8 EXEMPT STAFF

Exempt employees are generally defined to be those who:

meet state and federal earnings tests (two times the state minimum wage based on a
40-hour work week); and

are employed in positions that are professional, executive, or administrative as determined
by Pepperdine.

3.9 NONEXEMPT STAFF

Nonexempt employees are generally defined to be those who are:

paid on an hourly basis;

subject to payment for overtime; and

entitled to break (or "rest") periods and lunch periods as prescribed by State and
Federal regulations (NOTE: while these regulations specify two ten-minute breaks per
day, the University grants breaks of 15 minutes).

3.10 MULTIPLE POSITIONS

Should an employee accept more than one staff or student position, the regularly assigned
schedule of work may not exceed 40 hours per week.

3.11 STATUS CHANGE: EFFECTS OF

If an employee's status changes from part-time to full-time the employee should receive
an explanation of any change in benefits. The employee must contact Human Resources
and sign a statement that applicable benefits have been explained.

3.12 ACTING STATUS

"Acting" refers to a regular employee being hired to temporarily fill a vacant position.
The employee retains all of the benefits of regular status. Depending on the agreement
by which the employee transferred out of his or her prior assignment into the "acting"
position, the end of the temporary assignment will involve a return to the former
position, transfer to another position, or termination of employment due to "end of
assignment."

As stated above in the EEO Policy (Section 1), Pepperdine prohibits unlawful discrimination
and harassment. This policy includes conduct that occurs on Pepperdine's campus, while
traveling on University business, or at University related social functions, whether
on or off campus. The University does not tolerate unlawful discrimination and harassment
of its employees by vendors, guests and other visitors to campus.

4.1 UNLAWFUL DISCRIMINATION AND HARASSMENT DEFINED

Discrimination

Unlawful discrimination may occur when an employee is treated less favorably with
respect to the terms and conditions of employment because of his or her membership
in a protected class. Terms and conditions of employment include but are not limited
to decisions relating to recruitment, hiring, promotion, transfers, termination, and
benefits.

Harassment

Unlawful harassment includes verbal, physical or visual conduct when the conduct creates
an intimidating, offensive or hostile working environment, or unreasonably interferes
with job performance, when directed at an employee because of the employee's membership
in a protected class. Verbal harassment may include but is not limited to epithets,
derogatory comments, or slurs. Physical harassment may include but is not limited
to assault, impeding or blocking movement, or any physical interference with normal
work or movement. Visual forms of harassment may include but are not limited to derogatory
posters, cartoons or drawings.

Sexual Harassment

Sexual harassment is defined to include "unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a sexual nature."

Examples of conduct that could give rise to sexual harassment include but are not
limited to: sexual advances or suggestions; unwelcome sexually-oriented remarks; dirty
jokes, the display or distribution of offensive photographs, e-mails, posters, or
cartoons; any unwelcome, intentional touching of the intimate areas of another person's
body; and any form of sexual violence.

A. Romantic Relationships

Pepperdine wishes to promote positive relations among employees and to avoid conflicts
of interest, misunderstandings, the appearance of favoritism, possible claims of sexual
harassment, and the diminished morale and dissension among employees that may result
from romantic relationships between its employees. Romantic relationships between
supervisors and employees within the same direct reporting line are strongly discouraged.
Employees involved in romantic relationships bear responsibility for the negative
consequences that may arise out of such relationships and may be subject to disciplinary
action, including but not limited to, termination of employment.

B. Sexual Harassment Prevention Awareness-Raising Education Program

All employees are required to regularly participate in the University's Sexual Harassment
Prevention Awareness-Raising Education Program. At its discretion, the University
may require its employees to engage in other similar programs.

4.2 DISABILITY ACCOMMODATION

An employee requiring accommodation should notify his or her supervisor or Human Resources
in writing as soon as the need for accommodation becomes known to the employee. Pepperdine
takes all such requests seriously and will promptly determine whether the employee
is a qualified individual with a disability and will engage in an interactive process
to determine whether a reasonable accommodation exists which would allow the employee
to perform the essential functions of the job without imposing an undue hardship on
the University or other employees.

4.3 RETALIATION PROHIBITED

Pepperdine prohibits and does not tolerate retaliation against any employee who in
good faith files a complaint of unlawful discrimination, harassment, failure to accommodate
or is involved as a witness or participant in the complaint or investigation process.
Engaging in unlawful retaliation will result in disciplinary action, up to and including
dismissal from the University.

4.4 COMPLAINT PROCEDURE

The University encourages any employee who feels that he or she has been subject to,
or is otherwise aware of, unlawful discrimination, harassment, failure to accommodate
or retaliation, to report the incident immediately. Please refer to Section 29.1 Employee Grievance Procedure for instructions on how to file a complaint.

Supervisors are required to immediately report any incidents of unlawful discrimination,
harassment, failure to accommodate or retaliation to Human Resources.

In addition to the reporting avenues discussed in the Employee Grievance Procedure,
employees aware of any incidents of sexual misconduct (including sex discrimination,
sexual harassment or sexual assault), may report such incidents to the Title IX Coordinator.
Information regarding the Title IX Coordinator is located on the University's website
at http://community.pepperdine.edu/hr/current-employees/.

4.5 SAFE AND SECURE WORKPLACE

Pepperdine is committed to providing a safe and secure workplace for its employees.
The University will not tolerate any type of workplace violence committed by or against
employees. Workplace violence is defined as any physical assault, threatening behavior
or verbal abuse occurring in the work setting. It includes but is not limited to beatings,
stabbings, shootings, sexual assaults, psychological traumas such as threats, obscene
phone calls, an intimidating presence, and harassment of any nature such as stalking,
swearing or shouting.

Violating this policy will result in disciplinary action up to and including dismissal
and may also result in criminal prosecution. The University reserves the right to
take all immediate action that it determines is necessary to prevent or mitigate a
perceived threat or act of workplace violence. Actions including stay-away orders,
interim leaves of absence, and work from home, may be taken by the University, with
or without notice or cause.

Employees should report all acts of workplace violence or threats of workplace violence
which they have witnessed, received, or have been told that another person has witnessed
or received, to the Pepperdine Department of Public Safety, immediate supervisor,
Dean's office, or to Human Resources. The University has created a Threat Assessment
Team to evaluate, investigate, and respond to all credible threats or incidents of
violence.

This policy prohibits retaliation or harassment against anyone who makes a good faith
report of a violation of this policy. The University also prohibits individuals from
making intentionally false or misleading reports of violence or threats of violence.
Individuals who make such reports will be subject to disciplinary action up to and
including dismissal under the University's disciplinary policies.

4.6 MANDATED REPORTER OF CHILD ABUSE

California law identifies several categories of individuals who are considered "mandated
reporters" of child abuse and neglect. Such employees, as a term and condition of
employment at the University, are required to sign a Mandated Reporter Acknowledgement
Form, which discusses the employee's legal obligations. An employee's failure to comply
with this law may result in immediate termination of employment.

Section 5 - PERSONAL APPEARANCE AND CONDUCT

5.1 PERSONAL APPEARANCE

All employees are expected to be appropriately attired; e.g., standard business attire
in the business office; clean custodial uniforms in the custodial department; etc.
Dress should be appropriate for the position, with emphasis upon neatness, cleanliness
and safety. For positions that require it, all Personal Protective Equipment (PPE)
must be worn at all times to ensure employee safety. All employees are expected to
exercise appropriate hygiene and respect the reasonable sensibilities of coworkers.

5.2 CONDUCT

In harmony with its Christian philosophy and purposes, the University expects the
highest standard of moral and ethical behavior from all of its employees within the
course and scope of their employment.

The expectations include, but are not limited to:

honesty;

sobriety;

dependability;

following established procedures and regulations;

prompt compliance with all requirements and lawful orders or directions of supervisors;

efficiency in performance of the job;

abstaining from the use of vulgar or offensive language;

avoiding conduct that may bring reproach or embarrassment to the University; and

awareness of how one's conduct may reflect upon the University's Christian mission
and reputation.

While no attempt will be made to intrude on the purely personal and private lives
of employees, any employee whose conduct and performance does not comply with the
above stated expectations may be subject to discipline, including suspension or immediate
dismissal, without prior notice.

The following general rules of conduct while on University property have been established.
Employees are subject to disciplinary action or dismissal for:

reporting for work, or working under, the influence of liquor, drugs, or narcotics
(as specified by the Food and Drug Administration);

use, sale, or possession of intoxicating liquors, narcotics, or abuse of prescription
drugs;

intentionally falsifying records;

sleeping on the job;

unauthorized removal of property belonging to the University, its employees, students,
or guests;

inciting, or attempting to incite, others by word or action to the use of violence;
or threats of, actual violence;

illegal gambling;

smoking in "No Smoking" areas;

possessing or carrying firearms, weapons, or explosives;

any deliberate or negligent destruction or misuse of equipment, property, or material;

frequent tardiness or unauthorized absence from work station;

insubordination;

failure to report absences, or reporting them improperly (applies to employees and/or
their supervisors); or

other "failures of good behavior" not mentioned specifically above which are not in
concert with the University's Christian mission or are covered in other University
instructions and regulations or federal, state, or local laws.

Employees are expected to be good stewards of University resources and hold operational
costs to a minimum. Supplies should be used with care and never removed from University
property unless in transit to another Pepperdine location.

The above are only examples of conduct and the above is not an exclusive list of conduct
that may lead to discipline up to and including dismissal. Further, employees remain
employed at will at all times and employment may be terminated by either the employer
or employee without cause or notice.

5.3 PERSONAL TELEPHONE CALLS

The unreasonable use of University telephones for personal calls is prohibited.

5.4 CONFLICT OF INTEREST

The relationship between the University and its employees is one of trust, and all
employees should avoid conflicts of interest and commitment.

Employees should not have direct or indirect interests or commitments, financial or
otherwise, which conflict with the proper discharge of University duties. The primary
professional allegiance of all employees lies with the University and the advancement
of its mission. Employees should not solicit or accept any gift, service, or favor
that might reasonably influence the discharge of their duties or that they know or
should know is being offered with the intent to influence their official conduct.
Employees should not accept other employment or engage in business or professional
activities outside of the University when such work might reasonably cause real or
apparent conflicts of interest or conflicts of commitment. Employees should not transact
business in their official capacity with any business or entity of which employees
or their Family Members are an officer, agent, or member, or in which the University
owns a substantial interest, without the explicit prior knowledge and approval of
the appropriate senior administrator. "Family Member" means a person's spouse, significant
other, ancestors, children, grandchildren, great grandchildren, siblings (whether
by whole or half-blood), and the spouses of children, grandchildren, great grandchildren,
and siblings.

5.4.A DEFINITIONS AND EXAMPLES

A conflict exists when a University representative's direct or indirect personal interests
are inconsistent with or interfere in any way with the best interests of the University.
An institutional conflict may also exist when the University's mission could be compromised
by an external relationship held at the institutional level. There are generally two
types of conflicts: conflicts of interest and conflicts of commitment.

A conflict of interest exists when an employee has an external interest that affects
or provides an incentive to affect the employee's conduct of his or her University
responsibilities. Examples of conflicts of interest include:

Owning or acquiring a financial interest in any business entity that supplies goods,
services, or finances to the University when the employee has decision-making authority
for those transactions.Using University property or facilities in a way that may result
in personal financial gain to an employee or an employee's family member.Using University
facilities or an employee's position at the University, to advocate, endorse or market
a product or endorse or render a service, unless done in conjunction with an employee's
University duties, and for the University's benefit.Accepting a charitable gift that
is contingent upon the outcome of any research or business transaction conducted by
the University (an institutional conflict of interest).

A conflict of commitment exists when the commitment to unrelated job activities adversely
affects an employee's capacity to meet University responsibilities. An example of
a conflict of commitment is an employee's inability to timely meet University assigned
deadlines as a result of providing services to another employer.

5.4.B DISCLOSURE AND OBLIGATION

Employees should disclose conflicts of interest or commitment to the appropriate supervisor
or senior administrator as soon as possible after they realize that a conflict may
arise or currently exists.

In addition, on an annual basis, by no later than March 31st, each University employee
that holds: (i) a title that includes "director," (ii) requisition approver status,
or (iii) $5,000 or more of spending authority on any University issued credit card,
is required to complete a Conflict of Interest and Outside Activities reporting form.

Employees shall include on the annual reporting form:

The amounts and sources of all outside earned income in excess of $1,000 from any
one source earned while employed by the University during the preceding calendar year,
and the amount of time spent to earn this income.

Income they received from any trust, partnership, limited liability company, corporation
or other entity for which they are a trustee, beneficiary, director, officer, employee,
or agent thereof, and holds 10% or more ownership interest therein. "Ownership" means
voting power in a corporation, a proprietary interest in a partnership, limited liability
company or similar entity, or interest in a trust as trustee or beneficiary.

"Any income received, directly or indirectly, by any of their Family Members from
the University (other than wages earned as a University employee). For example, if
an employee's spouse or child owns a company that does business with the University,
the employee should disclose that income.

Whether they or a Family Member has any investments made in conjunction with, or a
business relationship with other University employees, Regents, or persons or companies
doing business with the University.

5.4.C PROCESS FOR RESOLVING POTENTIAL AND ACTUAL CONFLICTS

The annual disclosures will be reviewed in the first instance by the Executive Vice
President, General Counsel, and President. Disclosures that indicate a potential conflict
shall be forwarded to the appropriate senior administrator for action.

The senior administrator or his or her delegate (e.g. dean or department head) will
review the conflict with the employee, and conduct a careful assessment of whether
a particular activity or relationship is acceptable, unacceptable, or requires further
review by the senior administrator.

In some cases, resolution of a conflict will mean eliminating the conflict altogether.
In other cases, appropriate management may allow the situation to go forward with
assurances that the integrity of the University will be protected. The latter situation
may require ongoing review, monitoring, and documentation by the senior administrator.
Adequate written evidence of the conflict's resolution must be filed with the annual
disclosure form in the Executive Vice President's office.

Violation of this policy shall subject the employee to disciplinary action, which
may include, among others, reimbursement to the University of all profits or benefits
obtained, demotion, suspension, and termination.

5.5 OFFICER AND EMPLOYEE SERVICE AS FIDUCIARIES

An individual officer and/or employee of Pepperdine University is occasionally requested
or appointed to serve as a trustee, personal representative, administrator, administratrix,
executor, executrix, conservator, guardian or other fiduciary (including, but not
limited to investment or financial advisor) for a person who is, or who may reasonably
be expected to become, a significant financial contributor to the University. Such
requests and appointments may arise because of the personal relationship that may
develop between the individual and an officer or employee while acting as the University's
representative. Service as a fiduciary presents a substantial possibility for a conflict
of interest between the fiduciary's duties of care and loyalty toward a contributor
or his or her estate, on the one hand, and the obligations of the officer or employee
to the University, on the other hand. In addition, such service may result in legal
liability on the part of the University for the acts and omissions of the fiduciary.

The University has adopted this policy in order to minimize any conflict of interest
and exposure to legal liability.

5.5.A DEFINITIONS

As used herein, the following terms shall have the meanings specified:

"Applicable Officer or Employee" means senior officers of the University and all other
employees serving in a fund-raising capacity.

"Fiduciary Position" means the office of the trustee, personal representative, administrator,
administratrix, executor, executrix, conservator, guardian or other fiduciary,(including
but not limited to investment or financial advisor), whether such office is created
by private agreement, appointment, court order otherwise, in any jurisdiction.

"Proscribed Fiduciary Position" means a Fiduciary Position with respect to:

a Substantial Contributor;a trust as to which Substantial Contributor is a settlor
or beneficiary; orthe estate of a Substantial Contributor.

"Substantial Contributor" means any individual (other than a Family Member) who has
contributed, or may reasonably be expected to contribute, by inter vivos gifts or
testamentary disposition, in excess of $50,000 to the University or any of its affiliates.

5.5.B NO SOLICITATION

Except as authorized pursuant to Section 5.5.3 no Applicable Officer or Employee of
the University shall solicit any appointment to, accept any appointment to or continue
in a Proscribed Fiduciary Position whether or not such Proscribed Fiduciary Position
requires any time during the normal working hours of such officer or employee. Any
Applicable Officer or Employee who is requested or gains knowledge of an appointment
or prospective appointment to serve in a Proscribed Fiduciary Position shall give
prompt written notice of such request or appointment to the Senior Vice President
for Advancement and Public Affairs.

Any Applicable Officer or Employee who violates this policy, or any part of it, shall
be subject to discipline up to and including termination.

5.5.C EXCEPTIONS

A strong presumption exists that an Applicable Officer or Employee should not serve
in any Proscribed Fiduciary Position. Nevertheless, an Applicable Officer or Employee
may serve in a Proscribed Fiduciary Position, but only upon the satisfaction of all
of the following conditions:

Such officer or employee shall request in writing to the Senior Vice President for
Advancement and Public Affairs that the general policy be waived. Such request shall
set forth the following information:

The circumstances in which the request or appointment to serve in the Proscribed Fiduciary
Position arose.

The reasons why service in such Proscribed Fiduciary Position (i) is in the University's
interests and (ii) will not present a significant possibility for conflict of interest
and legal liability to the University.

A description of how such officer or employee will act to minimize conflicts of interest
and commitment and legal liability to the University.

An acknowledgement that the Substantial Contributor has been informed of (i) the University's
policy, (ii) the possibility for conflicts of interest to arise during the term of
service in the Proscribed Fiduciary Position, and (iii) the advisability that the
Substantial Contributor consider the appointment of the other persons (including trust
companies, Family Members and the University) to serve in the Fiduciary Position.

If possible, the Substantial Contributor shall have given his or her informed written
consent to the service of such officer or employee in such Proscribed Fiduciary Position.

Such officer or employee shall agree to serve in the Proscribed Fiduciary Position
with all care, skill, diligence and loyalty required by applicable law and consistent
with the standards set forth in Section 5.5.D

All compensation earned by such officer or employee, whether in the form of statutory
fees, trustee fees, court awards or otherwise, in excess of unreimbursed expenses
actually, reasonably and directly incurred by such officer or employee in the course
of serving and substantiated by proper receipts, shall belong to and shall promptly
be paid to the University. In cases where it is clear that the individual officer
or employee is spending material additional time in excess of their normal workload
in carrying out fiduciary duties, the supervising officer over such officer or employee
may elect to allocate up to one-half of the fiduciary fee to the individual as supplemental
one-time compensation, which does not carry with it any fringe benefits.

The University may impose other conditions upon any exception to the general policy,
as the University may deem appropriate in the circumstances.

Each exception to the general policy shall be within the discretion of the University.
A waiver in one instance shall not constitute a waiver in any other instance or circumstance.
No exception shall be effective unless and until communicated in writing to the officer
or employee requesting such exception.

5.5.D STANDARDS FOR SERVICE AS A FIDUCIARY

A person serving in a Fiduciary Position should observe the following standards:

(1) Bonding or Insurance. The officer or employee acting as an executor, trustee or
other fiduciary should communicate such capacity to the Insurance and Risk Management
department and ensure that the University is carrying a fiduciary bond or liability
insurance in an amount that will protect the estate or trust and its beneficiaries
from any misappropriation, misapplication of fiduciary funds, or other insurable loss.
Custodian arrangements with a fiscally sound financial institution may alternatively
be explored. Otherwise, significant personal liability (covering any loss or depreciation)
may arise due to breach of fiduciary duty.

(2) Competence. All fiduciaries must be competent by training and experience to serve
in such capacity, and should undertake continuing education to maintain and update
knowledge in this area.

(3) Support Service. All fiduciaries must have adequate support personnel and services
available to properly and efficiently render recording, accounting, tax and investment
services.

(4) Audit Review. An independent audit or adequate internal control procedures should
be made of trusts, estates or other accounts on a random and periodic basis.

(5) Accounting. Upon reasonable request from any estate, trust or account beneficiary,
a fiduciary must provide a detailed written accounting of account transactions and
obligations. Automatic annual accountings to every beneficiary are recommended for
all accounts, and required by law for many trusts.

(6) Exoneration. Wills, trusts or other instruments governing administration should
generally not include exculpatory provisions which would relieve the officer or employee
of malpractice or misfeasance liability, unless the instrument is carefully reviewed
by independent counsel representing the creator of the instrument.

(7) Fees. Fee information is often specifically contained within the trust or estate
instrument. Otherwise, reasonable compensation is the rule. Again, fiduciaries must
avoid even the appearance of self-dealing or conflict of interest.

(8) Investments.

(a) Generally, Fiduciary roles that involve investments must have investment
services available for evaluations and advice. In any case, these fiduciaries must
be financially sophisticated with investments and alternatives and capable of evaluating
the competence and prudence of the in-house or outside advisory services. Records
must be kept of all investment decisions made and the basis for them.

There is a duty to:

(1) review investments periodically;

(2) dispose of imprudent or nonproductive assets; and

(3) inform and consult regularly with beneficiaries. Fiduciaries who hold
funds without investing them can be held liable for loss of interest.

(b) Trustees generally have a duty to:

(1) take control of and preserve the trust estate properly;

(2) make the trust property productive; and

(3) keep the trust property separate and identified. Bank accounts used
must yield a reasonable rate or interest.

(9) Applicable Laws. An employee serving in a Fiduciary Capacity shall comply with
all laws such as the California Professional Fiduciaries Act to the extent applicable.

(2) Trustees overseeing more than one trust cannot knowingly become a trustee of another
trust adverse to the interests of the beneficiaries of the first trust.

(3) Trustees must deal with beneficiaries impartially.

5.6 POLITICAL ACTIVITY

We honor and value the right of individuals to engage in political discourse and expression.
We honor the principles of academic freedom. We also honor and adhere to laws that
limit a non-profit entity, like Pepperdine, from engaging in certain political activity.
To help ensure the University abides by its legal obligations, employees should not
present their political views in a way that a reasonable and prudent observer would
be likely to think that they are speaking on behalf of the institution. To provide
more specific guidance, the following guidelines apply to political activity:

(1) Candidates for Public Office. Consistent with its legal obligations, no employee
shall expend University funds or use University resources on behalf of or against
a political candidate.

(2) Public Policy Issues. Unless expressly authorized by the University, any statement
taking a position or expressing any opinion in connection with any proposed or current
legislation, ballot measure, proposition, regulation, law or ruling (collectively
"Political Statements") made by an employee or agent of the University should be solely
attributed to such individual and should not be attributed to the University. Only
the University's President, Executive Vice President, or Provost may authorize individuals
to make Political Statements on behalf of the University.

(3) Affiliation Statements and Disclaimers. An employee should exercise prudence when
he/she chooses to participate in a political campaign, or to make Political Statements,
to avoid creating an impression that the University is speaking. The individual should
make reasonable efforts to distinguish his or her personal opinion from the University.
This may be done in various ways, appropriate to the specific medium. For example,
the employee may include a clear and unambiguous disclaimer so that a reasonable person
would not believe the Political Statement to be an endorsement by the University.
In some settings, a disclaimer would not be necessary—in scholarly publications, for
example. In the editorial section of a newspaper, which is by definition and obviously
devoted to opinion, there may be little or no need for a disclaimer. However, in materials
clearly created solely to persuade voters (e.g., campaign circulars, television advertisements),
there will be a need for a disclaimer.

(4) Nothing contained in this policy should be viewed as constraining academic freedom.
Likewise, and subject to the guidance in paragraph 3, nothing contained in this policy
should be construed to prohibit an employee from identifying himself/herself as a
Pepperdine employee who is employed in a particular position. However, any participation,
commitment, contract, Political Statement, or expenditure undertaken by an employee
or agent in the name of the University that is contrary to this policy is unauthorized
and shall be void and unenforceable.

Section 6 - EMPLOYEE FILES AND REFERENCES

6.1 EMPLOYEE FILES

An employee may examine the contents of his or her file by making an appointment with
Human Resources and may receive copies of any documents which they are legally entitled
to. Beyond the employee, access to files is generally limited to the following:

Human Resources staff;

the employee's supervisor(s);

prospective supervisors preparing to interview the employee for posted job openings
(the prospective supervisor must have already decided to interview the candidate and
must inspect the files of all employees who have applied for the position in question);

law enforcement agents with proper, legal authorization;

internal and external auditors;

General Counsel staff or others providing legal services to the University or as otherwise
compelled by law; and

others with a legitimate need to know.

The contents of official files are the property of Pepperdine University.

6.2 REFERENCES

It is the University's policy to only provide job title and dates of employment. Final
salary information will also be provided if the individual requesting the information
obtains a written authorization signed by the individual whose salary information
will be released.

Romantic relationships between supervisors and employees within the same direct reporting
line are strongly discouraged.

Never permit individual personalities or prejudices to cloud an objective opinion.

Place an employee in a position according to skills, ability, and attitude.

Take time to give proper and adequate introductions and orientation to new employees.

Make every effort to interpret and explain policies accurately.

Ensure that job instructions and day-to-day orders are clearly understood.

Provide employees with every opportunity to develop and improve skills and earnings.

Improve confidence in dealings with subordinates by being considerate, firm and fair.

Refrain from requiring subordinates to perform non-University business tasks.

Assume responsibility for the action or the job done.

Maintain a safe workplace and become familiar with the University's safety policies,
programs and procedures.

Refrain from representing the University by making statements to outside agencies
(i.e., media outlets, government bodies, investigators, etc.) before consulting with
Public Relations, Human Resources, and/or General Counsel Offices as appropriate.

Section 8 - EMPLOYMENT OF RELATIVES

Since its inception, Pepperdine University has been well served by families. In some
cases, several generations of the same family have been involved in the life and work
of the University. While valuing and encouraging the contribution these families make,
the University is committed to fostering a work environment free from the employment
problems commonly associated with nepotism. It is, therefore, the intent of this policy
to avoid any real or apparent conflict of interest that may arise from members of
the same family working for the University.

Employees' relatives will not be eligible for employment with the University in positions
where potential problems of favoritism, morale, supervision, safety, security or conflict
of interest exist. Therefore, employees may not supervise relatives within the same
reporting line or hierarchy. Relatives include an employee's spouse, significant other,
ancestors, children, grandchildren, great grandchildren, siblings (whether by whole
or half-blood), and the spouses of children, grandchildren, great grandchildren, and
siblings. For example, an Assistant Director should not hire a relative of the Director
as a Receptionist. In cases where related employees assignments are in different departments
and/or otherwise assure the absence of favoritism or nepotism, exceptions may be approved
by the Executive Vice President.

Employees, whether or not in the same reporting line, shall not use the influence
or authority of their University positions to the undue advantage of their relatives
in University employment matters.

Employees who are members of the same family are not considered agents for each other
in human resource matters. They should not interfere with the University's employer/employee
relationship with their relative(s) nor expect undue access to the various aspects
of that relationship.

If a supervisor and employee within the same reporting line or hierarchy become related
by marriage or adoption, or a supervisor finds him/herself within the same reporting
line or hierarchy as a relative due to University reorganization, the relatives will
have six months to make arrangements to be in compliance with this policy. If after
six months the two relatives are still out of compliance, the Associate Vice President
of Human Resources will propose a solution to the Executive Vice President.

Complaints of unfair treatment on the basis of family connections with regard to specific
employment actions (hiring, promotion, termination, assessment, salary administration,
etc.) should be made in writing to the Associate Vice President of Human Resources.

Section 9 - NEW EMPLOYEES

9.1 DOCUMENTATION

All new employees must complete an I-9 form on the first day of employment and present
documents establishing their identity and eligibility to work in the United States.
Failure to submit documentation before the employee's third day of employment will
subject the new hire to termination of employment. The employee must also complete
and sign a W-4 form and a direct deposit form.

These procedures must be followed both for initial hiring and (with few exceptions)
re-employment of former employees for both regular and temporary positions.

9.2 ORIENTATIONS

An orientation for new employees is held every month on a Monday from 9:00 a.m. –
3:00 p.m. by Human Resources. All employees not employed within the past two years
must attend. Culture and community are central to Pepperdine's identity and New Employee
Orientation is one of several methods used to successfully on-board new faculty and
staff members. While department-specific information and various University receptions
contribute to the on-boarding process, Orientation familiarizes new employees with
University-wide policies and procedures that enable them to begin work immediately.
New Employee Orientation provides opportunity for recent hires to understand the culture
and mission of the University, learn job processes specific to Pepperdine policy,
as well as recognize professional demeanor expected of all University faculty and
staff. The various benefit programs that the University provides for all eligible
employees is also described.

9.3 I.D. CARDS

An identification card is issued at no cost to each staff member upon hire. Replacement
cards may be obtained through Human Resources at a cost of fifteen dollars ($15) each.
The I.D. card should be carried at all times while on the University campus.

9.4 ANNUAL AND INTRODUCTORY PERIOD EMPLOYMENT EVALUATIONS

Performance evaluations should be provided to each employee annually. It is a supervisor's
responsibility to document his or her evaluation of subordinates' performance and
review it with them to provide feedback. Annual evaluations must be turned in to Human
Resources for placement in the employee's personnel file. Recommended forms may be
obtained through Human Resources. All employment evaluations should be in writing
and signed by both the supervisor and employee.

Unless otherwise specified in the hiring agreement, each staff employee serves an
initial Introductory Period of 90 calendar days. At the end of 90 days, he or she
may:

be removed from Introductory status;

be extended in an Introductory status (maximum extension is up to an additional 90
days); or

be terminated from the position for failure or unwillingness to perform.

The appropriate alternative should be indicated on the Introductory Employee Assessment
form, which will be placed in the employee's file.

When an introductory employee has been on the job approximately 60 days, Human Resources
will send the Introductory Employee Assessment form to the supervisor. The form should
be completed by the supervisor. The form is to be returned to Human Resources before
the completion of the employee's 90-day introductory period. It is vital that the
supervisor:

conscientiously and accurately respond to the evaluation form as part of a continuing
assessment process;

contact Human Resources BEFORE discussion with the employee if the employee is not
to be continued in the position;

share the responses with the employee; and

indicate if the employee is to remain in the position or be released.

9.5 PARKING

All staff employees are provided parking in an assigned lot. Access to parking lots
and parking permits will be furnished to new employees and renewed annually by the
Department of Public Safety and the Card Services department. New parking permits
remain the property of Pepperdine University. Employees whose vehicles display California
handicapped parking permits may use the appropriate designated spaces. The Department
of Public Safety publishes and enforces regulations for operating and parking motor
vehicles on the Malibu campus. Violation of these policies may incur disciplinary
action including fines, loss of driving or parking privileges on campus, and possible
termination of employment.

Section 10 - WAGE AND SALARY ADMINISTRATION

10.1 OVERVIEW

Beginning compensation rates and pay increases are based on a number of variables.
In addition to education and past work experience, budget, supervisory responsibility
and tenure are important factors to consider. Compensation rates over a period of
time reflect pay increases which are solely merit-based and awarded to individuals
who exhibit outstanding performance.

10.2 INTERNAL EQUITY

When determining the appropriate compensation level for a position, consideration
may be given to equity within the department, the major area, and similar positions
throughout the University. Upon request and with dean or applicable vice-president
area approval, Human Resources will provide internal salary comparison reports, where
the level of supervisory responsibility and tenure in the position are considered.

10.3 MARKET PRICING REPORTS

Section 11 - TRANSITIONS

Any University employee may apply for an open position for which they qualify by completing
an on-line application. Management should make employees available for interviews
as part of their responsibility for:

satisfying critical needs for the deployment of personnel resources to locations in
the University where they are most needed;

providing opportunities for employee development and/or advancement; and

retaining highly valued employees.

If an employee is transferring within a department or between departments, the transition
must occur on the first day of the corresponding pay period. It is the responsibility
of the hiring supervisor to contact the current supervisor to arrange a mutually acceptable
date for the transition to occur. Normal notice is two weeks before a transition is
effected; however, a shorter or longer notice period may be arranged through mutual
agreement between the two parties.

A position transition may involve a salary increase or decrease, depending on the
approved entry salary for the open position and the qualifications of the transitioning
employee.

Section 12 DISCIPLINARY ACTION

12.1 REPRIMANDS

When a problem arises requiring counseling and a reprimand which may lead to termination,
the supervisor should issue a verbal warning and outline specific steps the employee
should take to avoid future difficulties. A verbal warning should be memorialized
in writing.

Upon recurrence of the same or similar problem, or other substantial issues, the supervisor
should counsel the employee and issue a memo which references any previous discussions
or memos and points out that the problem(s) could result in dismissal. The employee
should be asked to sign the memo, indicating receipt of a copy. The supervisor should
send a copy to the appropriate department head, and the original to Human Resources.

If an incident is severe enough to warrant immediate dismissal, the managing supervisor
must notify Human Resources immediately for guidance.

12.2. SUSPENSION

If a significant situation occurs, or an employee's presence is so disruptive that
prompt action is necessary, the supervisor should take the following immediate actions:

Suspend the employee without pay for a definite period of time (normally one to three
days). For exempt employees, federal regulations impose special rules: please contact
Human Resources prior to taking action.

Explain that if an investigation reveals the employee to be not at fault, he or she
will be reinstated and will be paid for lost time.

Prior to commencing the suspension, schedule an appointment with the employee for
the end of the suspension period.

Conduct an investigation of the precipitating events. Collaborate with Human Resources
and involve other departments as needed (General Counsel, Public Safety, etc.).

Arrive at a tentative decision in the matter prior to meeting with the employee (if
the decision is for dismissal, request Human Resources to begin termination procedures).

Interview the employee as scheduled.Discuss all the facts with the employee and arrive
at a final decision.

If the decision is to retain the employee, indicate when the employee should return
to work and whether he or she will receive payment for lost time. Notify Human Resources
immediately to cease termination procedures. When an employee is retained but is to
be disciplined, he or she should be given written notice as soon as he or she is scheduled
to return to his or her position, outlining the reason for the suspension, the supervisor's
performance or behavior expectations for the employee, and the consequences of repeated
violations of them.

If the decision is unfavorable to the employee, the supervisor should follow the steps
outlined under INVOLUNTARY TERMINATIONS in the following section.

Section 13 TERMINATIONS

13.1 OVERVIEW

The employment relationship is based on the mutual consent of the employee and the
University. Accordingly, either the employee or the University can terminate the employment
relationship, at will, with or without cause, at any time during the employment relationship.
The only exception is when a different relationship is set forth in an individualized
written employment agreement between the employee and the University, signed by an
authorized University representative.

The policies governing involuntary terminations, including layoffs, specifically limit
the discretion of individual supervisors and department heads. The review and approval
process (described in section 12.3) is intended ensure that the University's human
resources are managed to the best interests of the University as a whole. Failure
to comply with this policy may result in disciplinary action, including possible termination
of employment.

13.2. VOLUNTARY TERMINATIONS

An employee wishing to end his or her employment with the University should provide
notice in writing of the effective date of separation. Normal expectation for termination
notice is two weeks. At the University's discretion, an affected employee will receive
pay in lieu of the required notice. It is the supervisor's responsibility to see that
all University property (keys, I.D. card, credit cards, computers, etc.) is turned
in by the employee. The supervisor should contact Human Resources immediately and
provide the Human Resources representative with the time sheet or absentee report,
signed written resignation, and necessary memos and documents. All terminating employees
should report to Human Resources for an exit interview.

13.3. INVOLUNTARY TERMINATIONS

A supervisor should contact Human Resources prior to discussing termination with an
employee. Human Resources will evaluate the proposed action and make a recommendation
to the Chief Human Resources Officer prior to taking action. Human Resources will
notify the supervisor of the disposition of his or her request to terminate. If the
decision is to terminate, Human Resources will assist the supervisor in composing
a final memorandum to the employee. The supervisor should then take the following
steps:

Explain the reasons for dismissal.

Issue the memo to the employee, restating the facts of the decision.

Ask the employee to sign the memo (only to indicate that he or she has received a
copy, not to indicate agreement with the content).

Obtain the employee's I.D. card, keys, and any other University property which may
be in his or her possession.

Coordinate with Human Resources to terminate all computer and other system access.

Human Resources will coordinate an exit interview for the employee. Human Resources
will also explain the insurance continuation/conversion options available to the employee,
either during the exit interview or by mail.

For security reasons it is extremely important to collect any and all keys from the
employee prior to him or her vacating the premises. Please contact Human Resources
if you have concerns regarding this very important step.

13.4. REDUCTION IN FORCE

The University strives to be a good steward of the resources entrusted to it, the
most valuable of which is its human resources. Accordingly, whenever it becomes necessary
to reduce staffing levels because of economic conditions, lack of work, reorganization,
or other business reasons, the University will deal with the affected individuals
in an open, honest manner and will adhere to the following procedures.

13.4.A CRITERIA AND PROCESS

When a reduction in force is necessary, the determination of who will be retained
and who will be separated will typically take into consideration (i) the operational
needs of the University in order to continue to best fulfill its mission, and (ii)
the relative qualifications, competence, demonstrated ability and past performance
of potentially affected employees.

Before announcing or implementing a reduction in force, the appropriate administrator
will consult with Human Resources. Human Resources will collaborate with the administrator
to make a recommendation to the appropriate senior administrator who will determine
the disposition of the proposed action.

13.4.B NOTICE PERIOD

Affected employees will be given at least two weeks' notice unless a longer period
of notice is required pursuant to the terms of an individual employment contract or
applicable law.

Notice of a reduction in force shall be in writing and shall state the reason for
the reduction in force and the effective date of separation from the University. All
such notices and any announcement concerning a reduction in force should be coordinated
in advance with Human Resources.

13.4.C FINAL PAY AND BENEFITS

Affected employees should be asked to coordinate with Human Resources on or before
the employee's last day of work to obtain information concerning benefit options and
to receive the final paycheck.

Affected employees will be paid for accrued but unused vacation as of the date of
separation and shall be entitled to continue to participate in the University's group
health insurance plans at his or her expense in the manner and to the extent permitted
by law.

13.4.D CONSIDERATION FOR ALTERNATIVE POSITIONS

Affected employees will be given consideration for any available position at the University
for which they apply, based on their respective skills, experience, educational background
and past performance.

submitting time records to Payroll for absences of exempt employees of one day or
more; and

daily (or "regularly") recording time worked or not worked, whether authorized or
unauthorized, by hourly employees.

All employees are responsible for maintaining the confidentiality of payroll data
at all times.

14.2. PAY PERIODS

HOURLY (nonexempt) employees are paid on a biweekly basis according to the time records
submitted. Time records will cover a two-week period, commencing on a Monday at 12:01
a.m. and ending on a Sunday, fourteen days later at 12 midnight.

All time records submitted must be for the period as determined by the Payroll Office.
Payday will be every other Friday, one week following the last Sunday indicated on
the time record. If a holiday occurs on Friday, payday will be the previous Thursday.
Under certain circumstances, payday may be advanced to the last working day prior
to a holiday period.

MONTHLY (exempt) employees will be paid on the 26th day of the month. When the 26th
falls on Saturday or Sunday, payday will be the preceding Friday. Under certain circumstances,
payday may be advanced to the last working day prior to a holiday period.

14.3. RATE CHANGES

Changes in rates of pay must be made effective on the beginning of a pay period.

14.4 TIME RECORDS

All nonexempt employees are subject to wage and hour regulations. Each employee in
this category must record the number of hours actually worked each day on a time sheet.

An hourly employee permitted to come to work without having been notified that there
will be no work, must be paid half the normal work time scheduled, not to be less
than 2 hours or more than 4 hours, regardless of the reason work is unavailable. Pay
will be at the appropriate rate for that day.

Time records must be approved by supervisors and forwarded to the payroll department
according to the published schedule. To ensure that employees are paid punctually,
correctly completed time sheets must be received on schedule.

14.5 MEAL AND REST PERIODS

Each nonexempt employee working at least five (5) consecutive hours per shift shall
be entitled to a meal period of a minimum of thirty (30) minutes by no later than
the end of the fifth hour of work. Meal periods are not considered as time worked,
given that the meal period is at least thirty (30) minutes long and the employee is
completely relieved of all duty and free to leave the work area and premises. Employees
on a shift of more than five, but less than six hours, may choose to voluntarily waive
the meal period in writing.

Nonexempt employees are expected and authorized to take a net, fifteen (15) minute
rest period for each four (4) hours worked or major portion thereof, generally one
to be taken in the work period prior to the meal period and one in the work period
following the meal period. Employees are to be free from any work responsibility or
interruption during their rest period; however, in cases of emergency, employees will
be expected to reschedule their rest period at some other time during the applicable
four (4) hour period. Rest periods are considered as time worked for which there shall
be no deduction from wages. Employees whose total daily work time is less than three
and one-half hours are not entitled to a rest period.

14.6 LACTATION ACCOMMODATION

Upon request, employees who require lactation accommodation will be provided a reasonable
amount of break time for this purpose. The break time will, to the extent possible,
run concurrently with any paid break time already provided, and to the extent additional
break time is needed, such additional time will be unpaid. You may use your own office
or an available private room near your work area for privacy. To ensure privacy, you
should make arrangements for these breaks with your supervisor/manager.

14.7 REPORTING TIME OFF/ABSENCE

To report an absence, employees must notify their department heads, supervisors, or
other designated persons. The designated person receiving the call will log the following:

employee's name;

date and time called;

who called;

reason for absence; and

expected length of absence.

All employees should understand that calling in only notifies the University and does
not necessarily excuse the absence.

Employees requesting time off for various reasons (including vacation) must put this
request in writing and receive written approval before taking the specified day(s)
off.

Any employee who must take time off because of an emergency must obtain permission
from his or her immediate supervisor during the first working hour of the day or before
leaving the workstation.

Supervisors are responsible for reporting time off for NONEXEMPT employees by certifying
the correctness of the time records.

Failure to adhere to the above may result in disciplinary action or termination of
employment.

14.8 TARDINESS

Any employee who will be late in reporting to work must notify their immediate supervisor
during the first thirty minutes of the normal start of work. It is the responsibility
of the employee to keep the supervisor fully informed. Habitual tardiness jeopardizes
the employee's job and may be cause for disciplinary action, up to and including termination
of employment.

Section 15 THE WORK DAY/WORK WEEK

15.1 THE WORK DAY

The workday is any consecutive twenty-four hours, beginning at the same time each
calendar day.

15.2 THE WORK WEEK

A workweek is seven consecutive days starting with the same calendar day each week.

15.3 STANDARD WORK SHIFT

The normal workweek commences at 12:01 a.m. Monday and ends at 12 midnight on the
following Sunday. Normal hours of work during such a workweek are 8 a.m. until 5 p.m.
each day, Monday through Friday.

15.4 SPECIAL SHIFT

A special shift is defined as an authorized shift wherein the stop and start hours
are not the same as the standard shift hours. Such shifts are established in increments
of full calendar weeks.

Special shifts for hourly employees will be prepared on a work schedule. If shift
hours are not the same for each day of the week, the difference in schedule must be
shown on the time sheet. An employee will be considered assigned to a shift if over
half of his or her straight time hours fall during hours regularly assigned to that
shift.

15.5 OVERTIME: NONEXEMPT EMPLOYEES

Normally, all work should be completed within regular working hours. Overtime should
be scheduled only in special circumstances, and only after securing approval of the
department head.

15.6 OVERTIME: EMERGENCY

Emergency overtime is required when a nonexempt employee is designated as critical
support personnel or is notified by telephone to report to work. Employees so notified
must be paid for a minimum period of four hours. Pay will be at the appropriate rate
for that day.

15.7 ALTERNATE WORK SCHEDULES

The University allows some employees the opportunity to work a flexible schedule known
as "flex-time."

Flex-time: Any employee who hires into or transfers into a department in which flex-time
is allowed may be eligible to work a flexible time schedule in certain instances.

A regular nonexempt employee, whose work is determined by supervision to be of a nature
which allows a flexible schedule may, with the approval of the immediate supervisor
and the appropriate administrator, work during the regular work week without regard
to a standard fixed time for beginning or ending work provided:

the employee takes a minimum of thirty minutes and a maximum of one hour for lunch
break during the middle of the work day and by no later than the end of the fifth
hour of work;

the employee takes no more than two (2) fifteen-minute breaks near the middle of each
four hour work period; and

the employee's time sheet accurately reflects the time work begins and ends, including
times in and out for lunch.

For a normal daytime shift, flex-time is restricted to scheduling a shift between
the hours of 7 a.m. to 7 p.m. Other regular shifts may be adjusted accordingly, with
work beginning a maximum of one (1) hour before the regularly assigned shift or ending
a maximum of two (2) hours after the regularly assigned shift. "Core" hours must be
covered and are defined to be those hours when telephone and personal contact with
any department must be available. "Core" hours for every department must be from 8
a.m. to 5 p.m. Monday through Friday, except for holidays. All flex-time schedules
should take into account ensuring coverage for "Core" hours. Exempt employees will
normally be expected to be active in their normal capacity during the "core" hours."
"Flex-time" is an option for individual employees and for different departments only
if there is every indication that there is normal or increased productivity during
those hours when supervisors may not be expected to be present.

Vacation and sick leave will continue to be accrued on the basis of approved numbers
of hours each week. Holiday pay continues to be computed by dividing the number of
hours the employee is regularly scheduled to work per week by 40 and multiplying the
result by 8 hours for each holiday.

Section 16 LEAVES OF ABSENCE

16.1 OVERVIEW

An authorized supervisor may approve a period of absence up to 30 days, provided the
absence is for a reason permitted under University policy, and provided the supervisor
promptly notifies Human Resources of the absence and the reason it has been approved.

If, however, it is anticipated that the period absence will exceed 30 days, or extends
beyond 30 days, a written request for a Leave of Absence must be promptly submitted
to Human Resources for review and approval. All requests for a leave should include
the reason for the leave, date or anticipated date(s) the leave will begin, and duration
of the leave.

Failure to return to work at the end of an approved period of absence, or to request
an approved extension may result in disciplinary action up to and including dismissal.

16.2 SICK PAY

Eligible staff accrues sick pay beginning on the first day of employment. Employees
may use sick pay for an absence due to their own illness or injury or for medical
appointments (that cannot be arranged outside regular work hours). Employees may also
use up to one half of the employee's yearly accrual of sick pay when attending to
an ill spouse or registered domestic partner, child, or parent, bond with an employee's
newborn or a child newly placed with the employee for adoption or foster care, or
as otherwise permitted by law. For rules that apply to accrued sick leave with a family/medical
leave, see Section 16.3.E of the University's Family Medical Leave policy.

The following sick pay accrual rates for regular staff assume 40-hour per week assignments.
These are prorated for eligible employees working fewer hours.

Years of Continuous Service

Sick Pay Days Per Year

Hours Accrued Per Biweekly Pay Period

Hours Accrued Per Monthly Pay Period

Before 5 Years Completed

10

3.08

6.67

After 5 Years Completed

20

6.16

13.34

Sick pay may be accrued to a maximum of sixty (60) days, i.e., 480 hours.

Employees previously employed by the University may be eligible to receive service
credit toward continuous service for previous employment with the University. To receive
service credit, an employee must have been previously employed in a regular full-time
position. Employees may receive one year of service credit for each complete year
of previous regular full-time employment. An employee may receive up to a maximum
of ten years of previous service credit. It is the returning employee's responsibility
to immediately, upon rehire, notify Human Resources of any eligible prior service.

Employees unable to report to work due to illness or injury should notify their supervisor
before the scheduled start of their work day if possible, but no later than thirty
(30) minutes after the employee's regular reporting time on each day of absence. The
supervisor must also be contacted on each additional day of absence. Employees who
must miss work because of emergencies or other unexpected circumstances must notify
their supervisor as soon as possible. Any injury or illness that requires an employee
to leave work during the work day must be immediately reported to the supervisor.

The University attempts to coordinate sick pay with State Disability Insurance and
California Paid Family Leave Insurance benefits. Employees who wish to benefit from
the coordination of benefits are responsible for filing for State Disability Insurance
and Paid Family Leave Insurance benefits when they are eligible and report any payments
received to Human Resources.

Employees who use accrued sick pay with any time off must accurately report and record
using all such accrued sick pay, either on the time report for nonexempt employees
or on an absentee report for exempt employees. For accrued sick pay, the University
reserves the right to request verification from a licensed healthcare provider for
all absences due to illness, and a medical release to certify the employee can resume
normal duties. Sick pay may be withheld if the employee does not provide satisfactory
verification/certification.

Upon termination of employment, employees will not be paid for unused sick pay earned.

16.2.A DONATED SICK PAY

The University has established a program for employees to share their accrued sick
pay with other employees who have special needs. Criteria for participation include
but are not limited to:

Donors: may give up to 40 hours of sick pay per calendar year; must maintain a minimum
of 80 hours in their balance; must donate in 8-hour increments.

Recipients: must be employed in full-time positions for at least 90 days; must be
on a family or medical leave; must have used all their own accrued sick and vacation
hours; may receive a maximum of 160 hours per leave.

To effect a donation of hours or for additional information, contact Human Resources.

16.3 FAMILY AND MEDICAL LEAVE

This section describes leaves available to U.S. employees under the federal Family
Medical Leave Act (FMLA) and California Family Rights Act (CFRA).

16.3.A PERMISSIBLE USES OF FAMILY/MEDICAL LEAVES

Eligible employees may apply for an unpaid family/medical leave for the following
reasons:

The birth of the employee's child, or placement of a child with the employee for adoption
or foster care;

To care for the employee's spouse, child, or parent who has a "serious health condition";

To care for the employee's registered domestic partner who has a "serious health condition";

For a "serious health condition" that makes the employee unable to perform his or
her job;

For any "qualifying military exigency" (as defined by federal regulation) arising
out of the fact that the employee's spouse, child, or parent is on active duty (or
has been notified of an impending call or order to active duty) in the Armed Forces
of the United States in support of a contingency operation; or

To care for a "covered servicemember" recovering from a serious illness or injury
sustained in the line of duty while on active duty or a preexisting condition aggravated
in the line of duty, and (ii) who is the spouse, child, parent, or next of kin of
the employee .

16.3.B ELIGIBILITY

To be eligible for family/medical leave, an employee must (1) have been employed by
the University for at least 12 months, (2) have completed at least 1,250 hours of
service (an average of about 24 hours per week) during the twelve (12) months immediately
prior to the date on which the leave commences, and (3) work in a location with 50
employees or within 75 miles of such location.

Employees who do not qualify or no longer qualify for family/medical leave under this
policy may be eligible for a leave under the University's Supplemental Medical or
Supplemental Personal Leave policies.

A female employee disabled by pregnancy, childbirth or a related medical condition,
even if not otherwise eligible for family/medical leave under this policy, is entitled
to take an unpaid pregnancy-related disability leave for the period of her actual
disability, up to a maximum of four months under the University's Pregnancy Disability
Leave policy. A female employee eligible for a family care/medical leave may be entitled
to take an unpaid leave of up to 12 work-weeks in addition to an unpaid pregnancy
disability leave to care for her newborn child (i.e. baby bonding).

An employee eligible for family/medical leave may take a maximum of twelve weeks in
any 12-month period when a leave is taken due to a serious health condition of the
employee, an eligible family member, or a qualifying military exigency. The twelve
month period is measured on a rolling basis backwards from the first day on which
the employee's family/medical leave begins.

Eligible employees may request up to 26 weeks of family/medical leave during a single
12 month period to care for a coveredservice member recovering from a serious illness
or injury sustained in the line of duty while on active duty or a preexisting condition
aggravated in the line of duty. Leave to care for a covered service member, when combined
with other family/medical qualifying leave, may not exceed 26 weeks in a single 12-month
period, unless otherwise permitted by law. This 12-month period will be measured forward
from the first day leave is taken.

In any case in which both parents are employed by the University, their combined family/medical
leave for the birth, adoption, or foster care placement of a child may not exceed
12 weeks in any 12-month period.

When a husband and wife are both employed by the University their combined leave to
care for a covered service member, or in combination with other family/medical qualifying
leave, may not exceed 26 weeks in a single twelve month period.

16.3.D INTERMITTENT AND REDUCED HOUR LEAVE SCHEDULES

Family/medical leave for the employee's own serious health condition, or for the serious
health condition of the employee's spouse or registered domestic partner, parent,
or child, or to care for a covered service member may be taken on an intermittent
or reduced-hours basis (as opposed to taking all leave in one block).

An employee requesting leave on an intermittent or reduced-hours basis must schedule
the leave, where possible, to minimize disruption of his or her work schedule and
assignments. The University reserves the right to reassign an employee to a temporary
alternative position, with equivalent pay and benefits, if it will better accommodate
the employee's recurring absences for intermittent or reduced-hours leave.

Family/medical leave taken for the birth, adoption, or foster care placement of a
child must be taken in blocks of at least two weeks' duration; however, the University
will provide employees with family/medical leave for birth, adoption, or foster care
placement of less than two weeks' duration on any two (2) occasions. Family/medical
leave taken for the birth, adoption, or foster care placement of a child must be concluded
within one year of the birth or placement of the child with the employee for adoption
or foster care.

An employee granted a family/medical leave for any qualifying reason may use any accrued
vacation during the leave. An employee granted a family/medical leave due to his or
her own serious health condition may use any accrued sick leave benefits during the
leave. Employees may elect to use up to one half of the employee's yearly accrual
of sick leave benefits to attend to an illness of a spouse or registered domestic
partner, parent or child of the employee, or for other types of family/medical leave.
The balance of all such sick leave benefits may also be used for this purpose, but
only after first exhausting all accrued vacation benefits.

Using accrued vacation and sick time off will be coordinated with State Disability
Insurance and California Paid Family Leave Insurance.

The substitution of vacation or sick leave benefits for family/medical leave does
not extend the total duration of family/medical leave to which an employee is entitled.

16.3.F LEAVE'S EFFECT ON BENEFITS

An employee taking family/medical leave may continue participating in any University
sponsored group health insurance plan in which he or she was enrolled before the first
day of the leave during the leave at the level and under the conditions of coverage
as if the employee had continued in employment for the duration of such leave.

To continue coverage under the University's group health plans, the employee must
make any premium payments (including premium payments for dependent coverage) that
he or she would be required to make absent the leave. If the employee substitutes
paid leave (e.g. accrued vacation and/or sick pay benefits) for the unpaid leave,
such payments will be deducted from the employee's pay through regular payroll deductions.
Otherwise the employee must arrange with Human Resource for the payment of such premiums.
If the employee fails to return from the leave for a reason other than the recurrence
or continuation of the health condition that brought about the leave or other circumstances
beyond the employee's control or fails to return to work for a minimum of 30 days
following the leave, the University can recover any health insurance premiums paid
by the University on the employee's behalf.

Eligibility to participate in all other University sponsored benefit plans during
the leave will be governed by the terms of each benefit plan. Information concerning
eligibility and costs may be obtained by contacting Human Resources.

Employees do not accrue employment benefits, such as vacation, sick or holiday pay
benefits while on family/medical leaves.

16.3.G PROCEDURE FOR REQUESTING FAMILY/MEDICAL LEAVE

1. Notice Requirements for Employees

Employees should notify their supervisor and Human Resources of their request for
family/medical leave (by completing and submitting the Family and Medical Leave Application)
when they know of the need for such leave. For foreseeable events, if possible, the
employee must provide 30 calendar days advance notice of the need for family/medical
leave. For events that are unforeseeable 30 days in advance, but are not emergencies,
the employee must provide notice when he or she learns of the need for the leave,
ordinarily no later than 1 to 2 working days after the employee learns of the need
for the leave. If the leave is requested in connection with a planned, non-emergency
medical treatment, the employee may, subject to the approval of the employee's or
family member's health care provider, be requested to reschedule the treatment to
minimize disruption of University operations.

If an employee fails to provide the requisite 30-day advance notice for foreseeable
events with no reasonable excuse for the delay, the University reserves the right
to deny or delay taking the leave until at least 30 days after the date the employee
provides notice of the need for family/medical leave.

All requests for family/medical leave should include the anticipated date the leave
begins and duration of the leave. Any request for extensions of a family/medical leave
must be received at least five (5) working days before the date on which the employee
was originally scheduled to return to work and must include the revised anticipated
date(s) and duration of the family/medical leave.

To the extent permitted by law, the University reserves the right to deny requests
for extensions or deny reinstatement to an employee who exceeds the leave amount provided
by this policy or fails to provide a requested medical or other certification.

2. Medical and Other Certification

Any request for family/medical leave due to an employee's own serious health condition,
or for family/medical leave to care for a spouse or registered domestic partner, parent
or child with a serious health condition, or to care for a covered service member
must be supported by medical certification from a health care provider. An employee
should provide the required medical certification before the leave begins. When this
is not possible, employees must provide the required certification within 15 calendar
days after the University's request for certification, unless it is not practical
under the circumstances to do so. Failure to provide the required medical certification
may cause the delay or denial of foreseeable leaves and the ability to use vacation
and sick leave benefits until such certification is provided. Any request for an extension
of the leave also must be supported by an updated medical certification.

The medical certification for leave for the employee's own serious health condition
shall include (a) the date on which the serious health condition commenced; (b) the
probable duration of the condition; and (c) a statement that, due to the serious health
condition, the employee cannot perform the functions of his or her position. In addition,
University may require the employee to obtain a second opinion from a doctor of the
University's choosing at the University's expense. If the employee's health care provider
and the doctor providing the second opinion do not agree, the University may require
a third opinion, also at the University's expense, performed by a mutually agreeable
doctor who will make a final determination. Before permitting the employee to return
to work, the University also requires the employee to provide medical certification
that he or she can return to work and to perform the essential functions of his/her
position.

The medical certification for a spouse or registered domestic partner, parent or child
with a serious health condition or covered service member with a serious illness or
injury sustained in the line of duty while on active duty or a preexisting condition
aggravated in the line of duty shall include (a) the date on which the serious health
condition, illness or injury commenced; (b) the probable duration of the condition;
(c) the health care provider's estimate of the time needed for family/medical leave;
and (d) the health care provider's assurance that the health care condition requires
family/medical leave.

A leave taken due to a "qualifying exigency" related to military service must be supported
by a certification of its necessity.

3. Notice Provided by University

Once Human Resources knows of an employee's need for leave, it will inform the employee
whether he or she is eligible under FMLA and/or CFRA.

16.3.H LEAVE'S EFFECT ON REINSTATEMENT

Employees returning from family/medical leave are entitled to reinstatement to the
same or comparable position consistent with applicable law.

The University reserves the right to deny reinstatement to employees among the highest
paid ten percent (10%) of the University's employees and whose reinstatement would
cause substantial and grievous economic injury to the University's operations, or
as otherwise permitted by law.

If an employee fails to return to work immediately after the period of the approved
leave expiration, the employee will be considered to have voluntarily separated from
the University's employ.

16.3.I CONCURRENT LEAVES

To the maximum extent permitted by law, all paid and unpaid leaves for FMLA/CFRA qualifying
reasons will run concurrent and be credited against the employee's FMLA/CFRA entitlement.

16.4 PREGNANCY DISABILITY LEAVE

16.4.A LEAVE

Any employee disabled due to pregnancy, childbirth, or related medical conditions
may take an unpaid pregnancy-related disability leave for the period of actual disability
of up to four months. Pregnancy-related disability leaves may be taken intermittently,
or on a reduced hours schedule, as medically necessary. Time off needed for prenatal
care, severe morning sickness, doctor-ordered bed rest, childbirth, and recovery from
childbirth would all be covered by the employee's pregnancy disability leave.

16.4.B REASONABLE ACCOMMODATION

An employee is entitled to reasonable accommodation for pregnancy, childbirth or related
medical conditions if she so requests and provides the University with medical certification
of the need for accommodation from her health care provider.

An employee taking pregnancy-related disability leave may use any accrued vacation
and/or sick pay benefits during the leave. Such benefits will be coordinated with
state or other disability benefits. Using paid leave benefits during a pregnancy-related
disability leave does not extend the total duration of the leave to which the employee
is entitled.

16.4.D OTHER TERMS AND CONDITIONS OF LEAVE

The provisions of University's Family and Medical Leave Policy regarding notice requirements,
benefits, medical certification requirements and reinstatement also apply to all pregnancy-related
disability leaves. However, for pregnancy-related disabilities, there is no process
for obtaining more than one medical opinion, and there is no reinstatement exception
for key employees.

Employees who want more information regarding their eligibility for a leave can review
this handbook and contact Human Resources for additional information.

16.5 UNIVERSITY SUPPLEMENTAL LEAVE

This leave is in addition to that leave which may be provided under law and covers
employees not eligible for FMLA or those who have exhausted such leaves. Pepperdine
provides a medical leave benefit in addition to that required by law. For all employees
temporarily medically disabled and unable to work, Pepperdine will provide an unpaid
leave for the period of disability, not to exceed one (1) month in a twelve (12) month
period. The term temporarily medically disabled encompasses all temporary medical
disabilities including, but not limited to, an illness, injury, impairment, or physical
or mental condition that involves inpatient care in a hospital, hospice, or residential
medical care facility; or continuing treatment or continuing supervision by a health
care provider, and pregnancy, childbirth, and related medical conditions. The twelve-month
period is a rolling twelve months measured backward from the date of leave request.
This leave may not be taken intermittently or on a reduced-hours basis.

Employees must comply with the procedures for requesting leave and providing a medical
certification as specified in the University's Family and Medical Leave policy. If
an employee remains disabled at the end of the one (1) month period, a request for
an extension of a medical leave of absence will be considered if a written request
is received by Human Resources before the expiration of the approved medical leave
and is supported by proof of continued disability in the form of a physician's statement.
Approved supplemental medical leaves of absence may not exceed six (6) months from
the last day of active work, subject to law-required exceptions. The six month supplemental
medical leave will run concurrently with any law-required leave to the maximum extent
permitted by law. All University provided benefits will cease at the end of the six
(6) month period from the last day of active work. An employee who fails to report
for work at the end of the approved medical leave or extensions will be deemed to
have voluntarily resigned.

An employee granted a medical leave may use any accrued vacation and sick pay benefits
during the leave. The use of accrued vacation and sick pay benefits will be coordinated
with California State Disability Insurance (SDI). The employee should contact Human
Resources for information regarding SDI. Applications may be made at a local Employment
Development Department office or by mail using a form available at Human Resources
or the doctor's office.

During an approved medical leave, an employee will be retained on the University's
group health insurance and welfare plans under the same terms and conditions that
applied before the leave commenced. To continue coverage under health and/or welfare
benefit plans, the employee must continue to make any premium payments (including
premium payments for dependent coverage) that he or she would be required to make
absent the leave. If the employee fails to return from the leave for a reason other
than the recurrence or continuation of the health condition that brought about the
leave or other circumstances beyond the employee's control, the University can recover
any health insurance premiums paid by the University on the employee's behalf.

Although the University cannot guarantee reinstatement in all cases, employees who
return to work at the end of their leaves will be returned to their former positions
if still available or as prescribed by law. If not available, the employee will be
considered for any available position for which s/he is qualified and applies for,
following normal University procedures. An employee must submit a medical release
from his/her health care provider to verify the employee can resume normal duties
with or without limitations. If there are limitations, then the medical release should
specify the limitations and the anticipated duration of those limitations. Further,
when an employee can return to work but with limitations, the University will evaluate
those limitations, interact with the employee to determine if they are reasonable,
and, if possible, reasonably accommodate the employee to the extent required by law.
Any employee who fails to return to work on the first scheduled work day following
an authorized leave of absence, or who fails to comply with the other requirements
described above while on leave of absence, shall be considered to have voluntarily
resigned.

After the first 30 days from the last day of active work, employees do not accrue
employment benefits, such as vacation and sick accruals, holiday pay and tuition benefits
while on family/medical or supplemental medical leaves.

16.6 UNIVERSITY SUPPLEMENTAL PERSONAL LEAVE

A personal leave of absence is defined as an authorized absence without pay for reasons
other than medical, jury/witness duty, or military reasons which exceeds thirty days.
Such a leave of absence may be granted only when not detrimental to the interests
of the University as determined solely by the University and subject to:

The length of the leave of absence is determined by the supervisor or department head;
is for a period of up to three months from the last day of work; and is subject to
prior administrative approval.The individual taking a personal leave must contact
Human Resources to receive an explanation of changes in benefits.

The supervisor should ensure that the employee understands whether an attempt will
be made to hold the position open. If the same position is not available upon return,
the employee may apply for other available positions for which he or she is qualified.
If the employee is rehired during a period not to exceed 30 days after attempting
to return to work, such employee's seniority will continue.

The University does not continue employer contributions to the employee's insurance
premium beyond the first thirty (30) days of an approved personal leave of absence.
If the employee wishes to continue insurance coverage, arrangements for personal payment
of required premiums must be made with the Human Resources. Vacation and sick leave
accruals cease during a personal leave of absence, and holiday pay shall not be granted
during the first 30 days of absence, nor during the balance of a personal leave.

16.7 MILITARY LEAVE

Every employee of the University shall be entitled to and shall be granted military
leave(s) of absence, with attendant re-employment rights, under applicable state and
federal law.

For questions regarding this leave and whether you may be covered under this leave,
please contact Human Resources.

16.8 BEREAVEMENT LEAVE

Paid leave due to the death of a person related to a full-time employee by blood,
adoption, marriage or registered domestic partnership is authorized up to a maximum
of three working days.

16.9 OTHER LEAVES OF ABSENCE

Under applicable law, employees will be granted leaves of absences (1) for jury duty,
(2) to appear as a witness in certain legal proceedings, (3) to perform emergency
duty as a volunteer firefighter, reserve peace officer, rescue worker, or member of
the civil air patrol, (4) to attend, as a parent or guardian, a school or day care
facility meeting or activity, (5) to permit victims of serious crimes (or whose immediate
family member is a victim) to attend court proceedings, (6) to allow victims of domestic
abuse or sexual assault time away from work to seek relief, treatment, counseling
and/or other assistance for the employee or employee's child, (7) to participate in
a substance abuse treatment or literacy education programs, (8) or other reasons mandated
by law, including but not limited to military spouse/registered domestic partner leave
and organ/bone marrow donor leave. Employees who wish to take a leave for these reasons
must satisfy certain conditions specified by law, must provide reasonable advance
notice whenever possible, and may be required to provide certification of the need
for such leave. Unless otherwise required by law, this leave will be unpaid. For further
information concerning eligibility and terms and conditions of these leaves are available
from Human Resources.

Section 17 VACATIONS

17.1 ACCRUAL

Vacation time accrues for regular full-time employees working 40 or more hours per
week according to the following schedule:

From the date of regular employment through five years of continuous employment, ten
(10) days for each year of continuous service (3.08 hours per biweekly pay period
or 6.67 hours per monthly pay period) are granted.

After five years of continuous regular employment, fifteen (15) days for each year
of continuous service (4.62 hours per biweekly pay period or 10 hours per monthly
pay period) are granted.

After fifteen years of continuous service, twenty (20) days for each year of continuous*
service (6.16 hours per biweekly pay period or 13.34 hours per monthly pay period)
are granted.

Years of Continuous Service

Vacation Days Per Year

Hours Accrued Per Biweekly Pay Period

Hours Accrued Per Monthly Pay Period

Maximum Hours Accrued

Before 5 years completed

10

3.08

6.67

160

After 5 years completed

15

4.62

10.00

160

After 15 years completed

20

6.16

13.34

200

Employees who were previously employed by the University see the Sick Pay policy regarding
service credit for years of continuous service.

Regular employees approved to work and who regularly work at least 20 hours but less
than 40 hours per week accrue vacation on a prorated basis. Contact Human Resources
for details.

Vacation pay in lieu of vacation will not be granted, except upon termination of employment.

Vacation time does not accrue during a formal leave of absence.

17.2 SCHEDULING

An employee must request a vacation leave from the supervisor in writing. Supervisors
must arrange vacations in accordance with the requests and the work requirements of
the department and notify each employee in writing of his or her scheduled vacation.

Once an employee's vacation is scheduled, it may not be canceled or changed unless
notice equivalent to the length of the scheduled vacation is given to the employee
prior to the date for vacation to begin, or unless there is mutual agreement to the
cancellation or change.

Vacation pay is vested but vacation leave will not be granted until the regular employee
has completed six months of continuous service.

17.3 HOLIDAYS FALLING WITHIN VACATION PERIOD

Holidays which fall during an approved vacation period will be paid. An employee may
not claim both holiday and vacation pay for the same time period.

17.4 PAYOFF UPON RESIGNATION/TERMINATION

Prorated, accrued vacation will be paid after employment in an eligible status if
the employee:

retires under the provisions of a University retirement plan;

is laid off or discharged;

resigns; or

dies (payment will be made to the employee's estate or heirs in accordance with the
requirements of law).

Section 18 HOLIDAYS

18.1 ANNUAL HOLIDAYS

Regular full-time employees, part-time employees (on a pro-rated basis), and temporary
employees who have been continuously employed for at least 90 calendar days and regularly
work 40 hours or more per week, are granted the following holidays, with pay and without
any waiting period:

In addition, two floating holidays during the calendar year are available to regular
employees who have completed a minimum of six months of continuous service and obtain
supervisory approval at least two weeks in advance. Floating holidays may be accrued
up to a maximum of three (3) floating holidays. Therefore, an employee who has accrued
3 days' worth of floating holidays (but has not taken such leave) will cease to accrue
further floating holidays until the floating leave balance falls below the cap. Floating
holidays that have accrued but have not been taken will be paid after employment in
an eligible status if the employee:

retires under the provisions of a University retirement plan;

is laid off or discharged;

resigns; or

dies (payment will be made to the employee's estate or heirs in accordance with the
requirements of law).

No pay will be granted if an employee resigns or has an unexcused absence the day
before or the day after the holiday. An excused absence must be verified in writing
by the employee's supervisor.

Holiday pay is limited to a maximum of eight (8) hours times the individual's regular
rate for each officially declared holiday.

Time off for an authorized, paid holiday is counted toward the base workweek for purposes
of computing overtime. Other time lost (i.e., sick leave, vacations, jury duty, etc.)
whether or not paid, is not counted as time worked. An employee who works on an official
University holiday will receive appropriate pay for the hours actually worked as well
as holiday pay. A holiday falling within an approved vacation period will be paid
as a holiday and not counted against vacation time.

18.2 WEEKEND HOLIDAY OBSERVANCE

A federal holiday recognized by the University falling on Saturday will be observed
on the preceding Friday; a federal holiday falling on Sunday will be observed on the
following Monday.

Section 19 COURT AND COURT-RELATED APPEARANCES

19.1 JURY/WITNESS DUTY

The University considers jury and witness duty to be an important civic responsibility.
Having loyal, conscientious, honest citizens serving on our juries or as a witness
is a basic and essential element of our American system of justice. Therefore, it
shall be the policy of this University to encourage jury service by its employees
when their duties to the University permit.

An employee called to serve will be excused to serve on jury or witness duty, and for
up to ten (10) work days of jury or witness service shall be paid at their regular
base salary for such service (only to the extent that such employee would otherwise
be unpaid). For an employee serving on a jury in which the trial extends beyond ten
(10) paid work days, his or her absence will be excused until the trial is completed, even
though the employee will only be paid a maximum of ten (10) work days. Thus, any time
after ten (10) days is unpaid.

19.2 SUBPOENAS

Any person attempting to serve a subpoena on the University or a University employee
should be directed to General Counsel.

The University will continue the regular salary of a full-time employee subpoenaed
for University related court appearances, depositions, including reasonable travel
time, during the employee's scheduled working hours. Continuation of pay for subpoenas
or depositions is not applicable to criminal or civil actions in which the employee
is a party of or has a personal or financial interest in the outcome.

19.3 PROCEDURES FOR COMPLIANCE

When an employee receives notice of possible selection for jury service or a subpoena
which would necessitate time off from work, the employee shall promptly provide a
copy of such notice or subpoena to his/her supervisor. Time spent on jury duty or
appearing in response to a subpoena during regular working hours shall be identified
as jury service or subpoena response on the employee's time sheet or absentee report.

If a reasonable portion of the working day remains after being excused from jury duty
or the subpoenaed appearance, the employee is to return to work.

19.4 REQUESTS FOR POSTPONEMENT/EXCUSE FROM SERVICE

If, after consultation, the employee and/or his or her supervisor believe that jury
service would impose an undue hardship on the employee or the University, the supervisor
will assist the employee, as appropriate, in preparing a request to the court to be
excused from the jury service or that it be postponed.

Section 20 EMERGENCIES AND NATURAL DISASTERS

20.1 OVERVIEW

When hazardous weather, power failures, road closures, or other emergency situations
raise the question of whether employees should be told to go home or not to report
to work, the decision will be made by the President, the Executive Vice President
or the Provost. The University's Department of Public Safety, Road Condition Hotline
(310) 506-ROAD, will be able to answer inquiries about the University campuses being
open or closed. If the University loses telephone service, updated emergency information
can be obtained from Pepperdine's toll-free, out-of-area voice-mail telephone number:
(888) 286-5659. Staff, faculty, and students are also encouraged to reference the
Pepperdine homepage for the latest campus, class closure information. Additional information
may be obtained on the Pepperdine University Emergency Information page by visiting
the following link: http://emergency.pepperdine.edu.

20.2 EMERGENCY PREPAREDNESS PLAN

The emergency preparedness plan delineates the responsibilities of individuals and
organizational units for campus site emergency preparedness.

The principle objectives of the plan are:

to protect all persons on the University campus;

to safeguard classified documents and vital University records;

to preserve University property; and

to resume normal operations as soon as possible.

The plan is designed for full or partial activation depending upon the assessed severity
of the event.

The Emergency Operations Committee (EOC), concerned with University emergencies, is
separate and distinct from that of the formal organization structure. The extent to
which the EOC is activated will be conditioned upon the assessed severity of the emergency
occurrence. It shall be the responsibility of the EOC to coordinate University services
and operations during an emergency.

All staff members not designated as Critical Support Personnel or participants in
the Emergency Response Plan must remain clear of emergency operations and respond
promptly to any directives or instructions issued by the emergency response agencies.
Critical Support Personnel are designated by their departments to be available to
respond in emergencies, to continue essential operations, and to protect life and
property.

20.3 ROAD CLOSURES

During the periods of road closures, the University's responsibilities continue for
daily operations; for preservation of University property; and for the welfare of
its students, especially those residing in campus housing. The only means of fulfilling
these responsibilities is through the efforts of a dedicated staff. The University
will be open for its employees whenever possible.

It is the responsibility of each University employee to report for work in order to
meet the University's obligations to its students. In the event of closures of particular
roads, it is the responsibility of each employee to make sincere, diligent efforts
to ascertain alternative routes to the campus. Seldom has it been impossible for very
long periods of time to travel to the campus. In the case of compelling personal reasons,
employees may be excused from appearing for work by their supervisors. "Compelling
personal reasons," means a threat to life or property, and not merely that it is inconvenient
to get to work.

If stopped by law enforcement officials, employees should present a University I.D.
card and ask permission to proceed. If there is no immediate danger, officials will
often allow an employee to proceed. If refused passage, other alternate routes should
be pursued by each employee.

20.4 COMPENSATION

On rare occasion, an emergency or natural disaster may cause a University closure.
In addition, there are occasions when natural disasters result in the closure of roads
surrounding the University preventing an employee from reporting to work. Under such
conditions, the University may close at the discretion of the President or his designee.

Certain employees are paid only for actual hours worked. Thus, these employees are
not paid for the time that is missed due to the emergency or natural disaster unless
they choose to utilize any accrued, but unused vacation pay. However, there may be
situations when employees who are unable to come to work; or employees who work only
a partial day, due to an emergency or a campus or road closure; may make up time missed
with supervisory approval. Time should be made up during the same workweek in which
it was lost. Make-up time must have the approval of the supervisor prior to beginning
work.

For questions regarding make-up time and the application of this change in overtime
rules, please contact Human Resources.

Section 21 TUITION BENEFITS

21.1 BENEFITS

Eligible employees shall be granted the following benefits for themselves and for
all members of their family who qualify under ELIGIBILITY and have applied and been
admitted into one of the undergraduate or graduate programs:

50% tuition remission on courses taken in the University's undergraduate programs,
with an additional benefit computed at the rate of five percentage points per year
of employment. Thus an eligible employee would receive 100% tuition remission after
ten years of employment.

25% tuition remission on courses taken in the graduate programs of the University's
professional schools and Seaver College, with an additional benefit of five percentage
points per year to a maximum of 75% tuition remission. Thus an eligible employee would
be entitled to a 75% tuition remission after ten years of employment. Professional
schools include the School of Law, the Graziadio School of Business and Management,
the Graduate School of Education and Psychology, and the School of Public Policy.

For employees only, 100% tuition remission in the "space available program" in Graziadio
School of Business and Management's programs limited to one course per trimester provided
all program enrollment and participation requirements are met.

A year of employment shall be interpreted as twelve months beginning with the first
day of service in an eligible category.

For those employed prior to August 31, 1971, tuition discounts will be in accordance
with the Manual of Standard Procedures dated May 1967, and the Faculty Handbook dated
September 1970.

21.2 ELIGIBILITY

In order to be eligible for tuition benefits, the student must be in one of the following
categories:

A regular full-time member of the faculty who has been assigned a full load of teaching
or equivalent service during two or more trimesters/semesters of the academic year.

A regular full-time staff member who is continuously employed in a regular full-time
position requiring at least forty (40) hours of work per week.

The spouse of any of the above.

A dependent son or daughter of any of the above, who is 25 years of age or younger.
The child of an eligible employee will be considered a dependent when he or she is
considered a dependent for federal income tax purposes.

21.3 LIMITATIONS OF BENEFITS

The following limitations apply to the staff tuition benefit program:

Students shall not receive a faculty/staff tuition benefit and other forms of unrestricted
financial aid which, when combined, exceeds the cost of tuition.

Benefits may not be granted after the last day of registration of the term for which
benefits are claimed.

Employees shall schedule their classes outside of regular working hours unless other
arrangements are approved in writing and in advance by the Administration.

An employee, spouse or dependent receiving tuition benefits shall be required to pay
a registration fee, if any, for each session. In addition, all other fees provided
for in the catalog shall be paid by the student.

Remission benefits are not available for some programs including but not limited to
field trips, workshops and seminars. Consult the Financial Aid Office for details.

Some specialized courses and independent study courses require special equipment or
materials. Employees or their dependents will pay the cost of such special equipment
or materials.

Remission benefits do not cover room and board charges.

21.4 PERSONNEL ON LEAVE OF ABSENCE

Employees on leave of absence from the University, and members of their family, shall
not be eligible for tuition benefits except under one of the following conditions:

When specifically approved in writing by the President of the University.

During a Sabbatical Leave that has been approved by the President of the University.

If benefits are so granted, they shall not exceed those for which the employee and
members of his or her family were eligible during the last trimester/semester of active
service and employment with the University.

21.5 TUITION BENEFITS FOR DEPENDENTS OF DISABLED OR DECEASED EMPLOYEES

If an eligible employee who has served the University for three years or longer should
become disabled or die while an employee of the University, any dependents of that
employee will be granted full tuition benefits in the undergraduate divisions of the
University, provided such dependents are twenty-five years of age or under on the
last day of registration and have applied and been admitted into the undergraduate
program.

21.6 BENEFITS TO EMPLOYEES WHO ARE TERMINATED OR WHO RESIGN

Pepperdine University grants no tuition remission benefits to administrators, faculty
or staff members and/or their dependents when such employees have resigned or have
been terminated. If the resignation/termination occurs after the last day of registration,
benefits granted for that trimester will be honored.

21.7 APPLICATION FOR BENEFITS

An application form, available from the Financial Aid Office, must be filed with and
approved by that office before a tuition discount may be credited to the student's
account.

21.8 TAX IMPLICATIONS

Employees interested in the staff tuition remission program should be encouraged to
investigate the possible tax implications of participation through their personal
financial advisors.

Pepperdine University has entered into an agreement with seven other colleges affiliated
with the churches of Christ. Other participating institutions are:

Abilene Christian University - Abilene, Texas

David Lipscomb University - Nashville, Tennessee

Faulkner University - Montgomery, Alabama

Freed-Hardeman College - Henderson, Tennessee

Harding University - Searcy, Arkansas

Lubbock Christian University - Lubbock, Texas

Oklahoma Christian University - Oklahoma City, Oklahoma

The agreement provides qualifying children of eligible Pepperdine employees with 50%
tuition remission at one of the other participating institutions. Interested employees
should consult the complete text of the reciprocal agreement for statements of qualifications,
benefits and limitations. Copies of the agreement are available in the Human Resources
or Financial Aid offices.

21.10 OTHER RECIPROCAL TUITION REMISSION PROGRAMS

The University from time-to-time may participate in other reciprocal tuition remission
programs. Please contact Human Resources for more information.

Section 22 MISCELLANEOUS BENEFITS

22.1 SPECIAL ACTIVITIES

Employees and their families may be admitted to specified campus activities at reduced
rates or at no cost upon presentation of the employee's staff I.D. card.

22.2 EMPLOYEE DISCOUNTS

All full-time employees are entitled to a discount on most purchases in excess of
one dollar ($1) at the Bookstore. Staff I.D. cards must be presented to qualify for
the discount.

22.3 LIBRARY

Employees are permitted to use the campus library facilities upon presentation of their
staff I.D. card.

22.4 ATHLETIC FACILITIES

Employees and their families are permitted the use of the gymnasium, weight rooms,
swimming pool and tennis courts upon presentation of the staff I.D. card. This use
may be restricted due to scheduled athletic events and physical education classes.

22.5 CHECK CASHING

As a benefit to employees, personal checks may be cashed at the Cashier's Office.
A valid staff I.D. card and one other means of identification (driver's license, state
identification card, etc.) must be presented to the Cashier.

Checks returned for insufficient funds will be assessed a service charge.

Employees with a record of insufficient funds checks may have their check cashing
privileges canceled by the Finance Department.

Current check-cashing procedures, check-cashing limits and service charge information
are available at the Cashier's Office.

22.6 CREDIT UNION

Two credit unions are available for staff participation: The University Credit Union
and the Kinecta Federal Credit Union.

Regular full-time Pepperdine University employees are eligible to join the Kinecta
Federal Credit Union. Details of membership are available from their office at (310)
828-5795.

All employees are eligible to join the University Credit Union. Details of membership
are available from their office at (310) 477-6628.

Section 23 INSURANCE COVERAGE

23.1 COVERAGES

The University intends to provide eligible employees with coverage for life insurance,
accidental death and dismemberment, and long-term disability income. The University
also intends to offer medical, dental, vision, and psychological counseling plans
to eligible employees. The University may offer other additional, optional plans at
its discretion (e.g. critical illness, pre-paid legal services, pet medical).

Information regarding such plans will be available from the Benefits Specialist in
Human Resources.

The University expects to continue group insurance plans indefinitely, but must necessarily
reserve the right to modify or terminate any insurance at any time.

23.2 ELIGIBILITY

Eligible employees are active, regularly assigned, full-time staff employees working
a minimum of 30 hours per week (except where applicable law requires a lesser number
of hours) and active, regularly assigned, full-time faculty, including all faculty
employed under a regular (non-adjunct) faculty contract teaching 0.5 FTE.

23.3 CONTINUATION COVERAGE (COBRA)

COBRA requires that employers which sponsor group health plans, like the University,
offer employees and their families the opportunity for a temporary extension of health
coverage (called "continuation coverage") at group rates in certain instances where
coverage under the plan would otherwise end. Please contact Human Resources for further
information.

Section 24 CALIFORNIA STATE DISABILITY INSURANCE

24.1 PROVISIONS

Disability insurance is payable when the employee cannot work because of illness or
injury not caused by his or her job, as well as for pregnancy; or, if the benefits
for worker's compensation are paid at a lower rate than your SDI rate, you may be
paid the difference.

Brochures further describing the benefits under the State Disability Plan are available
in Human Resources. Also, any further questions may be answered by the nearest State
Disability Office.

24.2 PAYMENTS: COORDINATION OF BENEFITS

The University coordinates sick leave with payments the employee may be eligible to
receive from the California State Disability Insurance program. In order to take advantage
of this benefit, it is necessary to file a State Disability claim form upon hospitalization
or if the employee is disabled for more than seven (7) consecutive calendar days,
and is under a doctor's care. Upon verification of the actual amount of State Disability
Insurance benefits paid, the number of sick leave hours available to the employee
may be adjusted appropriately. If applicable, the next paycheck will be reduced by
the appropriate amount of State Disability Insurance payment received for the period
of time sick pay was available. Partial weeks are paid at a daily rate. State Disability
benefits will be prorated at one-seventh of the weekly benefit that is received from
State Disability Insurance.

It is the employee's responsibility to file a timely application for State Disability
Insurance benefits. Should an employee fail to file a claim and/or meet the State's
requirements, sick leave benefits will be paid to the extent they are available, thus
reducing the number of sick leave hours available to the employee.

24.3 LIMITATIONS

If the employee receives wages while disabled, basic benefits and wages added together
are limited to his or her weekly wage (less overtime) immediately prior to disability.

Benefits for a normal pregnancy are available upon a doctor's certificate that the
employee is disabled.

Section 25 WORKERS' COMPENSATION INSURANCE

25.1 PROVISIONS

Pepperdine University has complete Workers' Compensation coverage on all employees
for injuries, illness or death that may occur while at work. This coverage is provided
at no cost to the employee. To be eligible for Workers' Compensation benefits, the
injury, illness or death must be as a direct result of the job. Benefit entitlements
are governed by law, but it is essential that you report all work-related accidents,
injuries or illnesses immediately.

More specifically, the employee must notify his or her supervisor immediately about
any injury, no matter how small, and what, where, and how the injury happened. It
is the supervisor's responsibility to notify Human Resources the day on which a work-related
injury or illness occurs. Human Resources will complete necessary reports and arrange
for prompt medical treatment.

If the injured employee wants to be treated by a personal physician, excluding chiropractors,
Human Resources must have on file the name, address, and phone number of that doctor
before treatment of a medical problem is needed. The term "PERSONAL PHYSICIAN" is
defined as "the employee's regular physician or surgeon who has previously directed
the medical treatment of the employee and who retains the employee's medical records
including his or her medical history."

If the employee does not notify Human Resources in advance, then the employee will
be sent to a doctor or clinic that the University's insurance carrier has chosen.
In such a case, however, the employee may change to a doctor of his or her choice
after thirty days provided that the employee gave Human Resources and the University's
insurance carrier advance notification of the name and address of the physician or
facility selected.

The University and its insurance carrier may not be liable for the payment of workers'
compensation benefits for any injury which arises out of an employee's voluntary participation
in any off-duty recreational, social, or athletic activity which is not a part of
the employee's work related duties.

California law makes it a crime to knowingly file a false or fraudulent claim for
Workers' Compensation benefits, or to knowingly submit false or fraudulent information
in connection with any Workers' Compensation claim. Violation of this law is punishable
by imprisonment of up to five years, a fine of up to $50,000, or both. Filing a false
or fraudulent workers' compensation claim is also a violation of University policy,
and will result in disciplinary action, including, but not limited to suspension,
demotion or discharge.

25.2 BENEFITS

If the injury or illness results in an immediate hospitalization, the employee's benefits
(which is an amount set by law) will begin the first day he or she is out of work.
If he or she is not hospitalized, there is a 3-day waiting period. To provide salary
continuation, available sick leave will be coordinated with his or her Workers' Compensation
payments. If those benefits are exhausted, the employee may elect to use his or her
available vacation benefits.

Further, during the 3-day waiting period, if applicable, all regular staff employees assigned to work a minimum of twenty (20) hours per week and all
temporary full-time staff employees assigned to work a minimum of thirty (30) hours per week
may be eligible for the University's "lost time" pay policy due to a work-related
illness or injury, as stated below. Please note that this "lost time" pay is not required
by law and is a special benefit offered by the University.

Regular and temporary staff employees may be eligible for "lost time" pay at the employee's base rate of
pay multiplied by the employee's normal work hours provided by the University during
the first three (3) calendar days not paid by the worker's compensation carrier, provided
that the employee would normally have been scheduled to work during the first 3 days
and provided that the absence does not exceed fourteen (14) days. When the absence
or loss of work exceeds fourteen (14) days, then the worker's compensation carrier
will pay benefits for the first three days, and the University will only pay the employee
for the difference between the employee's regular daily pay rate and the benefits
paid by the worker's compensation carrier. So that Pepperdine may properly calculate
the "lost pay" benefit, if any, to be paid during the first three calendar days of
absences, payment for the "lost pay" benefit, if any, will be made on Pepperdine's
first regularly occurring pay period following the expiration of 14 calendar days
from the date of injury.

As this policy is only a brief summary of applicable rules, please contact Human Resources
for further details.

Section 27 RETIREMENT

27.1 OVERVIEW

This section of the handbook is designed to acquaint employees with some of the significant
features of the University's retirement benefit. However, it is important to remember
that more detailed information is set forth in the official plan document and insurance
policies that govern the plan. Accordingly, if there is any real or apparent conflict
between the brief summary contained in this handbook and the terms, conditions, limitations,
or exclusions of the official plan document, the provisions of the official plan document
will control. Employees who wish to inspect those documents can make an appointment
with Human Resources for that purpose. The University expects and intends to continue
benefits but reserves the right to amend, modify, suspend, or terminate them, in whole
or in part, at any time and for any reason.

27.2 RETIREMENT PLAN ELIGIBILITY

All eligible employees may participate in the Retirement plan. Ineligible employees
include an employee who normally works less than 20 hours per week, an employee who
is a non-resident alien, or an employee who is a student performing services described
in IRS Code section 3121(b) (10).

Employees will be considered to normally work less than 20 hours per week if they
(1) are reasonably expected to work less than 1,000 hours during the first year of
employment, and (2) they actually work less than 1,000 hours for each subsequent Plan
Year.

27.3 RETIREMENT PLAN PARTICIPATION

An employee may enter the Plan immediately for purposes of making salary deferral
contributions. An employee may become a participant for purposes of receiving University
contributions on the first day of the month coinciding with or next following the
completion of one year of service and their 26th birthday. To complete a year of service,
an employee must have worked 1,000 hours for the University during the eligibility
period. The first eligibility period is the 12-month period beginning on the date
of hire. Subsequent eligibility periods are based on the Plan Year. A rehired employee
or an employee returning from a qualified military service leave who was previously
a participant in the plan may join the plan upon rehire.

27.4 RETIREMENT PLAN CONTRIBUTIONS

An employee may contribute a percentage of his or her salary up the maximum IRS dollar
limit for a given Plan year. If the employee only participates in the University's
plan during the year, the University automatically limits the salary deferral contributions
to the maximum dollar limit. However, if the employee participated in another employer's
403(b) plan (or 401(k) plan) as well as the University's plan during the year, the
total salary deferral contributions to all plans together may not exceed the maximum
dollar limit. An employee may be allowed to make additional catch-up salary deferral
contributions beginning in the calendar year in which they attain age 50. Catch-up
contributions cannot exceed the IRS limits established each plan year. Employee's
may make pre-tax salary deferrals or Roth deferrals into the plan.

To contribute to the Plan though salary deferrals, please contact Human Resources
for further information.

The University may also make contributions to the plan as follows if the employee
meets the qualifications stated in 27.3:

Matching Contributions. The University may make a matching contribution each payroll
period equal to 100% of the first 5% of your pre-tax or Roth salary deferral contributions.

Nonelective Contributions. The University may choose to make a nonelective contribution.
If so, the amount credited to an employee's account will be equal to 5% of their base
salary, up to the IRS maximums allowed.

The Pepperdine University Retirement plan is governed by a legal Plan document. Additional
information and a Summary Plan Description (SPD) document can be found at pepperdine.trsretire.com.

Section 28 SOLICITATION AND DISTRIBUTION

To avoid disruption of University operations and interference with our faculty, staff,
employees and students, the University strictly prohibits solicitation and distribution
of materials by outside organizations and individuals on University premises.

Further, faculty, staff, and employees are also prohibited from solicitation of other
faculty, staff and employees and distribution of materials during working time and
in working areas. Working time includes the working time of both the faculty, staff
or employees doing the soliciting and the working time of the faculty, staff or employee
being solicited. Working time does not include meal periods or rest periods.

Section 29 COMPLAINTS

29.1 EMPLOYEE GRIEVANCE PROCEDURE

The purpose of this employee grievance procedure is to provide for the resolution
of work-related grievances, including, but not limited to, allegations of harassment,
unlawful discrimination, and the denial of reasonable accommodations to persons with
disabilities. This policy is not applicable to situations where another policy with
a right of appeal applies. The procedure described below may be initiated by an employee,
or the University at its sole discretion.

This procedure is designed to allow employees to address complaints in a fair, consistent,
and objective manner. Any act of retaliation by a University employee or by one acting
on behalf of the University, including the intimidation of a grievant, respondent,
or witness, will result in prompt disciplinary action.

This procedure shall not be used to bring frivolous or malicious complaints. If a
complaint has been made in bad faith, disciplinary action may be taken against the
person bringing the complaint.

29.1.A INITIATING A GRIEVANCE PROCEEDING

Informal Resolution: Before initiating a formal grievance, the employee should discuss the matter in
dispute with the supervisor or the other person with whom the employee has a concern
and seek a mutual resolution. Human Resources is available to consult with employees/grievants
and supervisors in an effort to facilitate informal resolution and to consult with
employees/grievants regarding allegations of unlawful discrimination or harassment.
An informal resolution may be pursued at any time during this procedure. It is the
University's belief that most grievances can and will be resolved at this level.

Employees should report allegations of unlawful discrimination or harassment to their
supervisors as soon as possible after the alleged occurrence of discrimination or
harassment.

Initiation of Complaint: If an informal resolution does not result, the grievant may submit a complaint to
the immediate supervisor of the employee against whom the complaint is made, with
a copy to Human Resources, to initiate a grievance. Initially, concerns may be communicated
orally; however, they should be submitted in writing before any formal review takes
place under this procedure. The written complaint should specify the University policy,
departmental procedure, or norm violated, and specifically set forth all relevant
factual details.

If at any time a supervisor receives allegations of unlawful discrimination or harassment,
he or she must immediately notify Human Resources, even if the allegations are not
made in writing and no formal grievance has been initiated.

At any time a superior to the grievant's immediate supervisor may choose to take the
place of the supervisor for purposes of this procedure. In such cases, the term "supervisor"
in this procedure would apply to the immediate supervisor's superior.

If the complaint involves the grievant's immediate supervisor, and the grievant can
reasonably demonstrate to the supervisor's superior that the immediate supervisor
may not be able to deal objectively with the situation, the grievant may make the
formal complaint to the immediate supervisor's superior. In such cases, the term "supervisor"
in this procedure would apply to the immediate supervisor's superior.

29.1.B REVIEW BY THE SUPERVISOR

The supervisor shall read the complaint and determine whether the complaint's allegations
warrant implementing the remainder of the procedures outlined below. If, for example,
the allegations in the complaint, even if true, would not constitute a violation of
a University policy, procedure, or norm, then the supervisor should inform the grievant
in writing that the grievant's allegations are not subject to further investigation.

If the supervisor determines that the allegations in the complaint warrant further
investigation and consideration, then the supervisor shall forward a copy of the complaint
to the person against whom the complaint is made ("respondent"). This shall be done
within a reasonable amount of time after the supervisor receives the complaint.

Written Response: The respondent shall be given 14 calendar days from receipt of the complaint to return
a written response to the supervisor with a copy to Human Resources. Necessary extensions
may be granted at the discretion of the supervisor.

Investigation: The supervisor has the discretion to initiate a reasonable investigation into the
matter. The scope of any investigation shall be at the sole discretion of the supervisor.
The investigation may include, but is not limited to, meeting with the parties, talking
with witnesses, and reviewing any supporting documents. Human Resources may initiate
its own investigation into the matter, and/or it may participate in the supervisor's
investigation. The scope of Human Resources' investigation shall be the sole discretion
of the Chief Human Resources Officer or his or her designee.

A grievant may elect to withdraw a complaint at any time; however, the University
reserves the right to investigate all complaints in order to protect the interests
of the University and its community.

Advisory Committee: If the supervisor desires, he or she may appoint an advisory committee to assist
in the investigation of the complaint and/or for advice concerning the handling of
the matter. In cases where there is alleged unlawful discrimination or harassment,
Human Resources or his or her designee will be an ex-officio member of the committee,
at Human Resources discretion.

29.1.C THE DECISION

Within a reasonable time, the supervisor shall make a decision based on the formal
complaint, response, and any other information the supervisor determines is relevant.
This decision shall be in writing and shall consist of factual findings, conclusions,
and a remedy if one is appropriate. All parties and Human Resources shall receive
a copy of the supervisor's decision.

29.1.D APPEAL OF SUPERVISOR'S DECISION

Request for Appeal: Any party may submit a written request for appeal of the supervisor's decision to
Human Resources within 14 calendar days from the date of the mailing of the supervisor's
decision. Human Resources will forward the request to the successive supervisor of
the individual who conducted the investigation. The successive supervisor of the individual
who conducted the investigation will act as the reviewing officer. The request for
appeal must specifically set forth all grounds for appeal. The non-appealing party
must be given the opportunity to respond in writing to the request for appeal.

Grounds for Appeal: The reviewing officer shall be limited to addressing only the following questions:

Did the supervisor consider the important and appropriate facts in the handling of
this matter?

Did the grievant prove by a "preponderance of the evidence" (i.e., more likely than
not) that the person against whom the grievant has a grievance in fact violated a
University policy, procedure, or norm, or otherwise engaged in any unlawful or illegal
activity?

Was the process carried out in a fair manner?

Was the decision one which a reasonable person might have made?

Reviewing Officer's Decision: Within a reasonable time, the reviewing officer shall make a decision based on the
written complaint, the written response, the supervisor's written decision, the written
request for appeal, any written response to the request for appeal, any meeting the
reviewing officer held in regard to the appeal, and any other material or evidence
relevant to the appropriate grounds for appeal. Whether to grant a meeting with the
appellant and/or respondent shall be the sole discretion of the reviewing officer.
All parties and Human Resources shall receive a copy of the reviewing officer's decision.

29.1.E FINAL APPEAL

Request for Final Appeal: Unless the Appeal of the Supervisor's Decision, set forth in Section 29.1.D above,
was heard by a University senior administrator, any party may submit a written request
for a final appeal of the reviewing officer's decision to Human Resources within 7
calendar days from the date of the mailing of the reviewing officer's decision. Human
Resources will forward the request to the President's Office, who will assign the
appeal to a University senior administrator, or his or her designee, who will act
as the final appeal officer. The request for a final appeal must specifically set
forth all grounds for appeal. The non-appealing party must be given the opportunity
to respond in writing to the request for a final appeal.

Grounds for Final Appeal: The final appeal officer shall be limited to addressing only the following questions:

Did the supervisor consider the important and appropriate facts in the handling of
this matter?

Did the grievant prove by a "preponderance of the evidence" (i.e., more likely than
not) that the person against whom the grievant has a grievance in fact violated a
University policy, procedure, or norm, or otherwise engaged in any unlawful or illegal
activity?

Was the process carried out in a fair manner?

Was the decision one which a reasonable person might have made?

Final Appeal Decision: Within a reasonable time, the final appeal officer shall make a final decision based
on the written complaint, the written response, the supervisor's written decision,
the written request for appeal and for final appeal, and any written response to the
request for appeal or request for final appeal. The decision of the final appeal officer
shall be final. All parties, and Human Resources, shall receive a copy of the final
appeal officer's decision.

29.1.F RETENTION OF RECORDS

All written decisions made and materials produced in connection with a grievance conducted
under this procedure shall be retained by the supervisor for at least two years from
the date that the final decision was issued.

29.2. GRIEVANCE PROCEDURE FOR DISCHARGED EMPLOYEE

In cases involving the discharge of a staff member, a written request to initiate
a grievance process must be submitted to the Chief Human Resources Officer within
7 calendar days following the date on which the discharge took place. The grievant
has 14 calendar days from the date on which the discharge took place to submit a complaint
in writing to the superior of the supervisor who discharged the grievant, with a copy
to Human Resources. The contents of the complaint must include the elements listed
in Section 29.1, under "Initiating a Complaint."

From this point, the process for a discharged grievant will be the same as that described
in Section 29.1, except that in cases of a discharge:

a superior to the supervisor who discharged the grievant will act as the supervisor
for purposes of the process (the term "supervisor" in Section 29.1 will apply to a
superior of the supervisor who discharged the grievant); and

a grievant who was serving in an initial introductory period at the time of discharge,
or whose employment was not extended beyond a previously established term, or whose
position was eliminated due to a layoff or reduction in work force will not have the
right of appeal described in parts D and E of section 29.1.

Section 30 SAFETY

30.1 INTRODUCTION

The University considers the safety of its students, faculty, staff, and visitors
to be of the highest priority. Accident prevention is a function of good management
and contributes to a positive educational and work environment. The quality of service
at the University is directly affected by each individual's commitment to performing
his or her role in a safe and efficient manner. Achieving a safe campus environment
at each University location is one of the University's safety program goals.

Each department head is responsible for maintaining safe and healthful conditions
in his or her area. Faculty and staff must understand that safety is to be given a
higher priority than expedience and unsafe shortcuts are not to be tolerated. Each
supervisor is charged with effectively implementing the University's safety program,
as well as the safe practices uniquely applicable to the specific jobs and tasks in
their department. Effective implementation includes investigating actual and potential
accident causes and promptly recommending corrective measures. Performance evaluations
should include the success or failure of each supervisor in fulfilling these responsibilities.
All University community members are encouraged to report immediately any unsafe conditions
and make suggestions to their respective supervisors or departmental safety committees,
as applicable. Additionally, employees may report unsafe conditions to the Office
of Insurance and Risk, Human Resources, or the Department of Public Safety.

30.2 INJURY AND ILLNESS PREVENTION PROGRAM

The Pepperdine University Injury and Illness Prevention Program (IIPP) is designed
to support the educational environment through improved workplace operations, better
control of hazards, and reduced accidents and losses. The IIPP was adopted and implemented
in compliance with California Labor Code Section 6401.7 (SB 198) and General Industry
Safety Order Section 3203.

The Office of Insurance and Risk is responsible for coordination of loss control activities,
review of supervisor accident investigation reports, providing assistance to Human
Resources for employee safety training, reporting to senior management concerning
safety concerns, and providing assistance and support to the relevant safety committee
with the appropriate department. Although the Office of Insurance and Risk provides
this support, each supervisor is ultimately responsible for enforcement of, and compliance
with, this policy in their designated departments and areas.

30.3.C DECENTRALIZED DEPARTMENTAL SAFETY COMMITTEES

The various departmental safety committees assist in carrying out the University's
IIPP to the specifications relevant to their unique departments and areas. Responsibilities
of a safety committee member may include participation in periodic safety inspections
tailored to the specific needs and demands of their work area, investigation and analysis
of accidents involving injuries or illness, investigation of allegations of hazardous
conditions which are brought to the member's attention, and communicating with members
of the campus community on safety issues and recommendations.

30.3.D MANAGERS AND SUPERVISORS

In effectively executing their safety responsibilities, managers and supervisors will
ensure the effective implementation of the IIPP and the unique safety practices relevant
to their departments. Managers and supervisors shall be aware of safety considerations
when introducing a new process, procedure, machine, material or substance to the workplace,
and support the programs and committees, as appropriate, whose function is to promote
safety and health. Specifically, managers and supervisors shall consistently and fairly
enforce University safety rules, investigate injuries to determine the cause and take
action to prevent recurrence, see that injuries are treated and referred to Human
Resources for prompt reporting to the workers' compensation insurance carrier, regularly
inspect work areas to detect unsafe work practices and resulting conditions and conduct
department safety meetings on a regular basis.

30.3.E FACULTY AND STAFF COMPLIANCE

Individual injury and illness prevention is a responsibility of all University employees
(including student workers). At the time of initial employment and at other periodic
intervals, employees are notified of applicable safe work practices and working conditions,
and of the right to report any work-related injury or unsafe condition or hazard without
fear of reprisal. Employees are further notified that compliance with safe work practices
and working conditions is a mandatory condition of employment. Employees who fail
to adhere to job safety standards are subject to disciplinary action, up to and including
discharge. Nothing herein shall alter the right of the employee or employer to terminate
employment at any time with or without cause. From time to time, employees may be
recognized for exceptional compliance efforts by means of special notice or award.

30.4 IDENTIFYING & EVALUATING HAZARDS

Although it is the University's intention to eliminate any unsafe act and condition
as quickly as possible, some corrective actions will require longer periods of time
and/or larger expenditures of capital. It is necessary to evaluate the seriousness
of hazards and prioritize corrective actions.

Periodic scheduled inspections shall be conducted whenever new substances, processes,
procedures or equipment are introduced that represent an occupational hazard, whenever
the University is made aware of a new or previously unrecognized hazard, and at other
frequencies determined by each department based upon the level of hazard associated
with the department, site or process. Records of inspections, including the date of
inspection, identification of the area or process inspected, person conducting the
inspection, findings of the inspection, and required actions must be retained for
a minimum period of three years.

30.5 INJURY & ILLNESS INVESTIGATION

Some accidents are caused by unsafe conditions. The great majority, however, are the
result of the unsafe manner in which work is conducted. The objective of investigation
is to find the root causes of an accident. This allows corrective action to be designed
to minimize recurring accidents. Occupational injuries and illnesses are documented
in a comprehensive accident report and investigated by the supervisor. The supervisor's
investigation shall determine the cause(s) of the injury or illness and what action
has been taken, or will be taken, to prevent recurrence.

30.6 CORRECTING UNSAFE WORK PRACTICES & CONDITIONS

Maintaining a safe and healthful campus requires methods and/or procedures for correcting
unsafe or unhealthy conditions, work practices, and work procedures in a timely manner,
based on the severity of the hazard. At such time that unsafe or unhealthy conditions,
work practices, or work procedures are discovered, action will be taken to remove
immediate dangers. When an imminent hazard exists which cannot be immediately abated
without endangering employee(s) and/or property, all exposed personnel shall be removed
from the area, except those necessary to correct the existing condition. Employees
necessary to correct the hazardous condition shall be provided the necessary safeguards.

Corrective procedures may include a documented investigation of the cause and/or source
of the hazard, identification of corrective actions needed, assignment of persons
responsible for the completion of specific remedial actions, and follow-up for compliance.
Training and/or retraining of affected employees is provided as applicable.

30.7 TRAINING AND INSTRUCTION

Supervisors and/or managers shall conduct safety education and training for employees
in the following circumstances:

at the time of initial employment;when employees are given new job assignments for
which training has not previously been given;

when new substances, processes, procedures, or equipment are introduced that represent
a new hazard;

when the University is made aware of a new or previously unrecognized hazard; and

at other intervals designated by management.

Employees may be trained in applicable safe and healthy work practices in groups or
individually through distribution and review of the University's safety handbooks
and its supplements, through other written communications, and by various other methods
as applicable. Training materials shall be provided in a form readily understandable
by the affected employee(s). Individual records of training, including date of training,
type of training, and training providers are retained for a minimum period of three
years, except where shorter periods are allowed by law.

30.8 REPORTING INJURIES AND ACCIDENTS

30.8.A INTRODUCTION

Pepperdine University considers the safety of its students, faculty, staff, and visitors
to be our highest priority. In an effort to ensure the University is promptly notified
of any potential injury or accident, and to clarify specific protocols for reporting
of potential injuries and accidents, the University has implemented these protocols,
that apply to all employees of the University, including faculty, staff, and student
workers, in accordance with the University Injury & Illness Prevention Program.

Departments shall refer to the Injury & Illness Prevention Program for additional
guidance on related matters such as departmental safety responsibilities, documentation
of safety practices, hazard identification and other applicable information.

30.8.B INJURIES VS. ACCIDENTS

The following protocols address separate reporting practices for injuries vs. accidents,
defined by the University as follows:

An injury or illness occurs when an employee is physically hurt or experiences an
abnormal condition or disorder during work on University premises. Injuries include
cases when something has happened to the employee's body, such as, but not limited
to, a cut, fracture, sprain, or amputation. Injuries also include work-related illnesses
– these include both acute and chronic illnesses, such as, but not limited to, a skin
disease, respiratory disorder, poisoning, or a stroke or heart attack.

An accident involves physical damage to property, such as a vehicle accident, or when
a piece of equipment is damaged.

In the event where an employee sustains injuries during an accident, departments are
responsible for reporting both the injury and the accident to the appropriate contacts.

30.8.C REPORTING RESPONSIBILITIES

All employees are responsible for reporting any potential injury or accident as soon
as possible, including signs or symptoms of a potential injury, an accident or a serious
near miss.

Departments shall clearly communicate University procedures on how to report a potential
accident or injury to all employees, and shall assist employees in reporting. Supervisors
shall assist employees in making appropriate notifications if the employee is unable
to do so.

30.8.D REPORTING PROCESS

Employees shall report any potential injury as soon as possible to the Worker's Compensation
and Wellness Specialist in Human Resources by completing and submitting the required
forms. An employee shall complete and submit the required forms even if the employee does
not seek medical treatment at the time of the incident. For injuries that require
medical attention, call the Department of Public Safety or 911.

Employees shall report any potential accident or serious near-miss to the Department
of Public Safety as soon as possible, rather than waiting for the end of a work shift
or workday. Employees shall, whenever possible, remain at the scene of the accident
until Public Safety or local law enforcement arrives on the scene.

The University Procedures for Reporting Injuries and Accidents discuss specific details
and contact information for reporting of accidents and injuries. For more information
contact the Office of Environmental Health & Safety.

Section 31 VOLUNTEERS

31.1 OVERVIEW

The University has benefited immeasurably over the years by the services of volunteers.
Appreciative of these special friends of the University and aware of the legal ramifications
of volunteer service, the University has adopted this policy to protect both the interests
of the University and of the volunteers. The following does not govern or restrict
the activities of on or off-campus service organizations or students who provide services
closely related to their educational goals or otherwise assist departments to fulfill
degree requirements.

31.2 VOLUNTEER ASSIGNMENT

Persons appropriately qualified, who wish to perform a service to the University without
remuneration, may be recommended to an appointment. Such appointments are without
salary or benefits and successive reappointments do not confer tenure or any continuing
or other employment status. Appointment and reappointment are at the discretion of
the department or school. Regular staff employees who accept volunteer appointments
will be limited to volunteer assignments outside of the department of primary responsibility
and income, and their regular employment duties must be dissimilar to those of the
volunteer position.

31.3 PROCEDURES

Before starting an assignment, a volunteer should be directed to Human Resources for
completion of necessary documentation and issuance of an I.D. card.

It is the supervisor's responsibility to provide appropriate task instruction and
orientation to the campus, and to ensure that the volunteered service continues to
be a positive contribution to the efforts of the University. It is also the supervisor's
responsibility to notify Human Resources in writing when a volunteer terminates his
or her assignment. No notice or administrative approval is required for either the
supervisor or the volunteer to end the volunteer relationship. Additionally, it is
the supervisor's responsibility to ensure volunteers follow all University policies
as well as all relevant safety precautions related to the volunteer duties.

Section 32 FELONY CONVICTION NOTIFICATION

Any staff member who is convicted of a felony criminal offense shall notify the University
within five (5) working days of any such conviction through a memorandum to the Associate
Vice President of Human Resources. Any faculty member who is convicted of a felony
criminal offense shall notify the University within five (5) working days of any such
conviction through a memorandum to the Office of the Provost.

Section 33 COMPUTER AND NETWORK USAGE

Pepperdine University provides access to computing and network resources in order
to support its instruction, research, and service missions; administrative functions;
and student and campus life activities. All such use shall be ethical and consistent
with the University's mission. Any other uses, including uses that jeopardize the
integrity of the Pepperdine network, the privacy or safety of other users, or that
are otherwise illegal, are prohibited.

Users should be aware that their uses of University computer and network resources
are not private. While the University does not routinely monitor individual usage,
the normal operation and maintenance of the University's computing resources require
backup, logging of activity, the monitoring of general and individual usage patterns,
and other such activities that are necessary for information security and the rendition
of service. In addition, the University reserves the right to review, monitor and/or
capture any content residing on, or transmitted over, its computers or network at
its sole discretion. The University reserves the right to limit access to its computers
or network, and to remove or limit access to material residing on its computers or
network.

Section 34 SMOKE FREE CAMPUSES

34.1 PURPOSE

Many within our community are calling for a smoke-free campus environment and a smoke-free
work environment. Research demonstrates that tobacco smoke is a health hazard to both
smokers and non-smokers. According to the Surgeon General, cigarette smoking is the
leading preventable cause of illness and premature death in the United States. Non-smokers
who are exposed to environmental (secondhand) smoke also face an increased risk of
illness or disease as there is no safe amount of secondhand smoke – any exposure poses
a health risk. The American Cancer Society estimates that secondhand smoke kills 46,000
people per year. A smoke-free campus policy at Pepperdine will reduce health hazards,
and encourage healthy living, as well as reduce cigarette litter and the resultant
risk of wildfire. As of 2011, nearly 141,000 cigarette-ignited fires occur in the
United States each year. E-cigarettes have been an unregulated method of nicotine
delivery within polyethylene glycol vapor, and with varied odorants/flavors. This
vapor is dispersed locally upon exhalation. Though the health risks associated with
this vapor are currently unknown, they are being evaluated by the Food and Drug Administration.
In the interest of public health and courtesy, the University will exclude this behavior
in public settings and treat e-cigarettes as identical to cigarettes.

34.2 POLICY

All Pepperdine University campuses are smoke-free at all times and smoking, including
e-cigarettes, is strictly prohibited with the exception of any limited, designated
areas where smoking may be permitted for some period, while moving toward the goal
of a 100% smoke-free campus. This prohibition includes but is not limited to the interior
of University facilities, outdoor areas, and undeveloped property, as well as in any
vehicle owned, leased, or operated by the University. Also, the sale, distribution,
and advertisement of, or sponsorship by tobacco products is prohibited anywhere on
campus, at University-sponsored events, or in publications produced by the University.
This policy applies to all persons on a Pepperdine University campus.

34.3 IMPLEMENTATION

We at Pepperdine University acknowledge and respect the fact that certain individuals
experience extreme difficulty in ceasing the habit of smoking. Consistent with our
University mission and identity, we must avoid alienating community members, and treat
those who smoke with respect, dignity, and care as we seek to implement and enforce
this policy.

34.4 CESSATION

Increased subsidized cessation programs will be made available to faculty, staff,
and students. The University encourages participation in these programs. For more
information, employees should call Human Resources, and students should call their
dean's office.

34.5 COMPLIANCE

All members of the University community share in the responsibility of adhering to
and enforcing this policy. The success of this policy depends upon the thoughtfulness,
consideration, and cooperation of those who smoke and those who do not. Informational
rather than punitive enforcement is the intent of this policy. However, repeated violations
of the smoking policy, such as smoking on campus other than at a designated smoking
location, may result in intervention by the Department of Public Safety, discipline
by the supervisor in the case of an employee, or discipline by the applicable dean's
office in the case of a student.

Section 35 - DRIVERS POLICY

35.1 PURPOSE

To ensure drivers are properly licensed and trained to operate University-owned and
personal vehicles in a safe manner while driving on University business.

35.2 POLICY

Employees who operate University-owned and personal vehicles while driving on University
business, must: 1) be registered with the Office of Insurance and Risk; 2) have a
safe driving record with the Department of Motor Vehicles and the University's Department
of Public Safety; and 3) complete any applicable driver training prior to driving
on University business. Notwithstanding this policy, the University reserves the right
to prohibit any employee from driving on University business in its sole discretion.
Additionally, any employee may be disciplined, up to and including termination, as
a result of violating this policy or using poor judgment while driving on University
business.

35.3 PROCEDURES

Driving on Pepperdine University business [1] is a privilege that is available to
employees who meet the following criteria:

1. The driver must be a Pepperdine University full-time or part-time employee, or
a student employee.

Student drivers must be 18-years of age and maintain a clear disciplinary record with
the University.

2. The driver must submit an authorized and completed Driver Status Form to the Office
of Insurance and Risk. These forms are made available to new employees at the New
Employee Orientation in Human Resources and are available to current employees from
the Office of Insurance and Risk. In the event an employee transfers departments or
changes driving status, it is the responsibility of the employee's immediate supervisor
to submit an updated Driver Status Form to the Office of Insurance and Risk prior
to the employee driving on University business. A completed form includes the signatures
of the employee and his/her immediate supervisor and attached copies of the employee's
current, valid driver's license and proof of personal insurance. By signing the form,
the supervisor recommends that the employee be allowed to drive on University business.
Employees should note on their Driver Status Form if they prefer to receive driver
training (if applicable) in Spanish.

3. Drivers need the proper class of license, passenger endorsement, and medical certificate
to operate the vehicles required by their job functions. A passenger endorsement is
required for employees with a Class B license transporting passengers. A medical certificate
is required for a passenger endorsement and for vanpool drivers. Proper licensing
and endorsements are acquired through the Department of Motor Vehicles (DMV).

4. The Office of Insurance and Risk requires a Motor Vehicle Report (MVR) indicating
a satisfactory driving record on file for:

Employees driving University-owned vehicles

Student employee drivers

Vanpool drivers

Upper level administrators [2]

Employees using their personal vehicles on University business one or more times per
month

5. Generally, the Office of Insurance and Risk will request and secure the MVR from
the DMV. MVRs requested from the DMV by Insurance and Risk take up to four weeks to
arrive. If an employee needs approval to drive sooner, the employee or sponsoring
department is responsible for acquiring an MVR from the DMV and submitting it to the
Office of Insurance and Risk.

6. Periodic driver training is required for:

Employees driving University-owned fleet vehicles

Student employee drivers

Vanpool drivers

The Office of Insurance and Risk provides materials for a 90-minute defensive driver
training course. Insurance and Risk will lead training sessions regularly, or as requested.
Additionally, supervisors who complete the training will have access to the materials
to lead their staff through the training as necessary.

7. Once a driver has submitted a completed and authorized Driver Status Form to the
Office of Insurance and Risk, has successfully completed any applicable driver-training,
and the Office of Insurance and Risk has received a MVR (if necessary) showing a safe
driving record as defined by this policy, a driver is then approved to drive on University
business.

[1] If an employee is driving a University vehicle or is seeking reimbursement from
the University for mileage, the driving is likely "on University business." For more
information, please contact the Office of Insurance and Risk at (310) 506-4410.

[2] Upper Level Administrators are defined as having president, chancellor, chief,
dean, provost, or vice president as their title or a portion of their title.

35.4 SAFE DRIVING RECORD

Pepperdine does not permit any employee to drive with a DMV point count that exceeds
one-half the DMV "negligent operator" point count. Employees with a major citation
within the last 36 months may not be allowed to drive on University business. Examples
of major citations include, but are not limited to, DUI, reckless driving, or driving
with a suspended or revoked license.

By California Vehicle Code, any driver with 4 points in 12 months, 6 points in 24
months, or 8 points in 36 months shall be presumed to be a negligent operator of a
motor vehicle, and his/her driver's license is automatically suspended by the DMV.
Therefore, in order to drive on University business, Pepperdine employees may not
exceed 2 points in 12 months, 3 points in 24 months, or 4 points in 36 months and
must not have had a major citation in the last 36 months. Student drivers are held
to the following acceptable level: 1 point in 12 months, 2 points in 24 months, and
3 points in 36 months and must not have had a major citation in the last 36 months.

DMV Tolerance Level

University Regular Employee Tolerance Level*

University Student Employee Tolerance Level*

12-months

4

2

1

24-months

6

3

2

36-months

8

4

3

*And, must not have had a major citation in the last 36 months.

Citations issued by the Department of Public Safety are assigned the same number of
points and carry the same consequences as citations reflected on a DMV report. The
University may also assign one half point for each verified complaint received via
the University's (800) How's My Driving complaint hotline.

35.5 PROTOCOLS WHILE DRIVING

1. Obey all traffic laws and appropriate safety precautions for the location being
driven.

2. Cell phone use while driving on University business is prohibited, except in emergency
situations or if using a hands-free device.

A California State law bans the use of cell phones without a hands-free device while
driving a vehicle.

3. Two-way radio use while driving on University business is prohibited except for
Public Safety officers and Business Services employees within the scope of their employment.
In all other situations, pull to the side of the road before using a two-way radio.

4. On group road trips exceeding 100 miles from campus, at least one person other
than the driver must be awake and seated next to the driver.

35.6 REPORTING AUTO COLLISIONS

If an accident occurs, follow the guidelines below:

1. Ensure all passengers and drivers are out of immediate danger.

2. Seek medical aid for the injured.On the Malibu campus, call Public Safety at (310)
506-4441.At any other location call 911.

3. If off-campus, notify the local police department of the accident. Note: The police,
in many cities, may not respond to vehicle accidents unless there are injuries or
significant damage. If the police do not respond, please request to file a police
report concerning the collision and proceed to the next steps listed below.

4. State the facts, but NEVER ASSUME OR ADMIT FAULT. (Fault is a legal issue dependent on the facts and is determined by the insurance
companies, law enforcement, and the judicial system.)

5. If driving a University vehicle, utilize the forms in the Auto Accident Packet
located in the glove compartment. Provide the information on the University Insurance
Identification Card to the other party involved. If driving a personal vehicle, provide
insurance information for the owner of the vehicle.

California insurance laws state that the owner of the vehicle is liable for any accidents
caused by the vehicle. Therefore, the vehicle owner's insurance is the primary insurer
in the event of an accident.

6. Obtain information from the other driver including their name, address, phone number,
driver license number, vehicle make, model, and license plate, and insurance company
and policy number.

7. Obtain statements from witnesses, if possible. Ask witnesses to write down their
account of the accident and include their name and phone number.Take photos of the
scene including vehicles at the point of impact, damage to each vehicle, and the overall
scene in each direction.

Report all accidents to your immediate supervisor as soon as possible and to the Office
of Insurance and Risk within 24-hours of the incident's occurrence. Submit all Auto
Accident Packet forms to the Office of Insurance and Risk: (310) 506-4410.

35.7 AUTO COLLISION FOLLOW-UP

The Office of Insurance and Risk serves as an intermediary between the University
department and the University's insurance carrier. The department using the vehicle
is responsible for obtaining an estimate to repair any damage to the University vehicle
and submitting a copy to Insurance and Risk. Once the estimate is approved, the department
owning the damaged vehicle is responsible for ensuring that the repairs are completed
in a timely fashion.

A Driver Status Form must be submitted and approved by the Office of Insurance and
Risk prior to an employee renting a car or driving on behalf of University business.

To be eligible to rent a car on a University credit card, a driver must be an approved
University driver meeting all the requirements of this policy. Car rentals must be
in the name of Pepperdine University and the individual's name. Employees must not
purchase insurance from car rental agencies for rentals within the United States as
the University's automobile insurance will apply as primary coverage. Pepperdine University's
insurance will respond for rental terms of less than 30 consecutive days (as long
as the automobile is rented in the name of Pepperdine University). Additional insurance
offered by a car rental company is not necessary and purchasing this insurance is
not reimbursable.

Car rentals originating outside the United States should include insurance from the
car rental agency. Prior to renting vehicles outside of the United States, please
notify the Office of Insurance and Risk.

Prior to an employee taking possession of a rental car, employees should thoroughly
inspect it to assure that any existing damage is noted on the rental agreement.

Those employees who plan to utilize a rental car for University business should ensure
they have an "Auto Accident Packet" from the Office of Insurance and Risk. An "Auto
Accident Packet" includes a proof of insurance card, a checklist to follow in an accident,
and forms to report an accident. The packet should be obtained from the Office of
Insurance and Risk prior to renting a vehicle.

Employees involved in an accident with a rental car should follow the checklist provided
in the "Auto Accident Packet" which includes the following:

Secure the scene;

Seek medical aid if injured;

Notify the local police department;

Provide information to and obtain information from the other driver;Take photos of
the vehicles and scene;

The employee should alert the Office of Insurance and Risk regarding the accident
and refer the rental company, injured party or anyone claiming injury to contact the
Office of Insurance and Risk at (310) 506-4410;

The employee should be prepared to furnish the Office of Insurance and Risk with the
completed forms from the "Auto Accident Packet" and any photos of the accident.

If an employee elects to retain the rental vehicle for personal travel or vacation,
the employee is responsible for providing appropriate auto insurance coverage during
that period of time. Please note that some car rental agencies may require the vehicle
be turned back in to activate a new contract under different auto insurance coverage.

Section 36 - INTERNATIONAL TRAVEL POLICY

36.1 INTRODUCTION

At Pepperdine University, we affirm the transformative power of an international education,
and we believe each journey deepens an individual's understanding of what it means
to live a life of service, purpose, and leadership in an increasingly interconnected
world. Pepperdine travel experiences mark significant milestones in an individual's
intellectual, personal, professional, and spiritual development. In championing these
endeavors, we as a University also take seriously our responsibility to perform our
due diligence and carefully assess the risks and opportunities of each trip, applying
our resources to make Pepperdine-sponsored trips safe, meaningful experiences.

36.2 RATIONALE

If our students, staff, or faculty encounter an emergency situation while abroad,
whether it be a personal crisis or a natural or man-made disaster, the University
may activate resources to promote their health and safety and may even return them
to the United States. However, to provide this service and effectively deploy these
resources, the University must know where and when its people are traveling. If our
travelers do not provide basic information about their travel plans, the University
may not be able to come to their aid as quickly or effectively. The University's insurance
carriers also require this information to confirm that our insurers' emergency response
resources are available and accessible in each location.

By establishing a simple notification requirement and travel risk assessment policy,
the University is creating a mechanism to track upcoming trips and initiate conversations
with trip planners about the services the University can provide. Every Pepperdine
travel experience carries the University's name and comes with an expectation that
the trip is of high quality and has been thoroughly vetted. Through travel risk assessments,
the University upholds its commitment to the safety of its people and applies its
resources to provide the level of analysis each trip deserves, based primarily on
the participants and destination. Together, trip planners and the University assess
the risks of a specific trip, mitigate those risks where appropriate, educate trip
participants to the risks involved, and monitor evolving situations.

36.3 DEFINITIONS

A "trip planner" is a faculty or staff member who has responsibility for all aspects
of planning a trip and acts as the point person in coordinating with his/her Dean
or Vice President, the Office of Insurance and Risk, Public Safety, and the University
administration throughout the travel risk assessment process. During an emergency
situation, the trip planner will be responsible for communicating with trip participants
and for coordinating with the University's emergency response personnel to develop
and execute an appropriate response. Every trip must have a designated trip planner.

All "Pepperdine travel experiences" fall within the purview of this policy. A "Pepperdine
travel experience" is defined as any international trip taken by Pepperdine staff,
faculty, and/or students:

On University business,

As part of a University-sponsored activity,

With University funds, or

With donor or grant funds secured through the University.

"Pepperdine travel experience" includes:

All work or research that falls within the scope of employment for Pepperdine staff
or faculty members, and

All student travel that is conducted as part of an academic trip (including Educational
Field Trips), service trip sponsored by the University (including sponsorship via
the Center for Faith and Learning, the Nootbaar Institute, and all other centers,
institutes, and foundations), or University research.

"Pepperdine travel experience" does not include:

Trips that are purely personal, such as travel through a church or religious organization
(e.g., travel that is sponsored or organized by the University Church of Christ) or
personal travel conducted on weekends or during breaks, and

Faculty or staff personal research that does not fall within the scope of University
employment and is not funded through the University.

36.4 POLICY STATEMENT

To ensure the University is aware of upcoming international travel, every trip planner
must notify the University through the Office of Insurance and Risk prior to making
travel arrangements. After receiving University approval, the trip planner may proceed
with travel arrangements. For the duration of the trip, the trip planner shall maintain
a complete, detailed itinerary and contact information to reach all trip participants.
Prior to a trip, travelers or the trip planner shall input their travel itineraries
into the International SOS Travel Tracker database located here.

Any trip to a country listed in a United States Department of State Travel Warning
is considered a high-risk trip until the warning expires (for more information, see
http://travel.state.gov). Department of State Travel Alerts, emergency alerts and
security messages transmitted by U.S. Embassies or Consulates to U.S. citizens in
particular cities or countries, or other security intelligence may also result in
a high-risk determination for as long as the concern persists or until the alert expires.

As a general rule, the University does not allow high-risk trips. If there are important,
mission-oriented reasons to pursue an exception, one may be requested. Exceptions
must be granted via written approval from the Provost and the Executive Vice President.
Approved high-risk trips may require special insurance arrangements and may be conditional
upon the implementation of specific risk mitigation strategies developed through collaboration
among the trip planner, Office of Insurance and Risk, Public Safety, and University
administrators.

The University strives to implement risk mitigation strategies before resources are
expended, but there may be times when the University needs to cancel a trip or modify
an itinerary even at a loss. The safety of our people is our highest priority, so
the University will take appropriate action to steward their trust and security.

36.5 PROCEDURE

A trip planner shall contact the Office of Insurance and Risk or complete an International Travel Notification Form to alert the University as to planned international travel. Trip planners should
provide ample notice to minimize the potential negative impact to academic programming,
departmental objectives, and University funding and resources.

The trip planner should submit the information requested in the International Travel
Notification Form via e-mail to risk.management@pepperdine.edu or by phone at 310-506-4410.
OIR will respond to the trip planner and guide them through additional steps, as necessary.
Some travel risk assessments require no vetting, while others require multiple conversations
and a great deal of research. For example, if the trip planner is a faculty member
traveling alone to a conference in a low-risk destination, there may be no additional
steps necessary before University approval is granted. If the trip planner proposes
a Pepperdine travel experience for a group of students, the University will require
at a minimum that he or she complete the International Travel Checklist, which guides a trip planner through considering various logistical details and travel
best practices. If a destination presents potential risks, the trip planner may also
need to submit a tentative itinerary showing travel schedules, lodging arrangements,
and planned site visits.

For proposed high-risk trips, the Office of Insurance and Risk will coordinate with
the trip planner, Public Safety, governmental and/or non-governmental international
experts, and members of the University administration, as necessary, to obtain safety
intelligence and initiate a collaborative discussion regarding specific risks, mitigation
strategies, and University approval.

Section 37 - ANIMALS ON CAMPUS

37.1 INTRODUCTION

The University recognizes that wild animals may frequent or select the Malibu campus
grounds as their habitat, and that owners of domestic animals may occasionally bring
their pets to certain public areas of the Malibu campus. This policy is intended to
protect the Pepperdine community from hazards associated with or caused by wild and
domestic animals, and to optimize the safety and health of faculty, staff, students,
and visitors.

Exceptions may be made to this policy on a case-by-case basis as required by applicable
law. This policy does not apply to animals related to instructional and/or research
activity. Violations of this policy may result in disciplinary actions.

37.2 DEFINITIONS

The following definitions apply for the purposes of this policy:

Wild animals are non-domesticated animals living in their natural habitat.

Pets are animals sufficiently tame to live with a family and are kept and cared for
as companions.

Service animals are animals that are individually trained to do work or perform tasks
for people with disabilities. Examples of such work or tasks include guiding people
who are blind, alerting people who are deaf, pulling a wheelchair, and alerting and
protecting a person who is having a seizure, among others. Service animals are working
animals, not pets.

Support/comfort animals are animals that provide emotional or other support that ameliorates
one or more identified symptoms or effects of a person's disability. Unlike service
animals, support/comfort animals are not required to be trained to perform work or
tasks.

37.3 WILD ANIMALS

Community members are expected take reasonable precautions when encountering wild
animals and may not feed or otherwise disturb them.

Community members should immediately notify the Department of Public Safety to report
wild animals on campus that pose any threat. Please reference the Emergency Preparedness
Guide for additional information on wildlife.

37.4 PETS

Members of the Pepperdine community and visitors to the campus are generally permitted
to bring their pets to public outdoor areas of the Malibu campus. Pets are only allowed
outdoors; they are prohibited from all University buildings, athletic fields, The
Fick Walk, Military Honor Garden, Biggers Family Courtyard, and Heroes Garden. Students
and guests are not permitted to have pets in the residence halls. Pet guidelines for
Malibu campus faculty and staff residences may be found in HOA rules and regulations.
All pets must be controlled by a leash, tether, or harness that does not exceed six
feet in length. Pets may not be tethered to a tree or structure or left unattended
for any period of time. Unless otherwise permitted, pets are prohibited from all outdoor
University events. Owners must immediately clean up after their animals and ensure
the animals' behavior does not cause a nuisance or harm to individuals or University
property. Owners are responsible for any damage or injury caused by their pets, as
well as appropriately caring for their pets. The University is not liable for harm
to pets while on campus. Any pet brought to public outdoor areas of the Malibu campus
must be licensed and inoculated in accordance with Los Angeles County regulations,
with the burden of proof on the owner.

Pets are not allowed at any other campus locations, including graduate campuses, the
Washington, D.C. campus, or any international campuses. Additional animal policies
are determined by the building lease agreement.

Violations may be resolved informally. Further questions, assistance in enforcing
this policy, or reports of an animal that poses a threat or is otherwise disruptive
may be directed to the Department of Public Safety.

Any individual bitten by an animal on campus should immediately contact the Department
of Public Safety.

37.5 SERVICE ANIMALS

Pepperdine provides equal access and reasonable accommodation for individuals with
disabilities to participate in any program, service, or opportunity provided by the
University, and complies with applicable laws related to service animals.

Concerns about whether an animal is a pet or service animal should be reported to
the Department of Public Safety.

Service animals are permitted to accompany people with disabilities in all areas of
campus where community members and visitors are allowed to go. Exclusions of service
animals are determined on an individualized basis and when one or more of the following
conditions exists:

The service animal is disruptive and not effectively controlled

The service animal is not housebroken

The presence of the service animal would fundamentally change the nature of the job,
service, or activity

The service animal's presence, behavior, or actions pose an unreasonable or direct
threat to property and/or the health and safety of others (including inappropriate
hygiene and cleanliness)

The service animal may be in danger

The service animal's presence may compromise the integrity of certain research

The University is not responsible for the care or supervision of service animals.
Individuals are responsible for:

Complying with licensing requirements of Los Angeles County, as appropriate for the
animal, with a copy of the license submitted to the Department of Public Safety and
Disability Services (for students) or Human Resources (for employees)

Following their veterinarian's care recommendations and vaccinations for the animal,
with a copy of the health record submitted to the Department of Public Safety and
Disability Services (for students) or Human Resources (for employees)

The cost of any property damage or cost of extra cleaning due to the animal

The control and reasonable behavior of the service animal at all times

The service animal's appropriate hygiene and cleanliness

The immediate clean-up and proper disposal of all animal waste

Service animals in training are allowed on campus in accordance with the above guidelines
for service animals. Faculty, staff, and students should not bring service animals
in training to the classroom, residence halls, or workplace.

If students are allergic to service animals on campus, they are encouraged to contact
Disability Services to assist in resolving the issue. If faculty and staff are allergic
to service animals on campus, they are encouraged to contact their supervisor and
Human Resources to assist in resolving the issue. Disability Services and Human Resources
will attempt to reasonably accommodate all parties.

Students should register their service animals with Disability Services. Employees
may request the assistance of a service animal as a reasonable accommodation for their
disability; such requests must be handled through Human Resources.

In the event of a dispute about an accommodation related to a service animal or an
animal restriction, students are encouraged to attempt to resolve the issue with Disability
Services. Students may also file a complaint in accordance with their school's student
handbook. Faculty and staff are encouraged to attempt to resolve disputes with their
supervisor and Human Resources. Employees may also file a complaint in accordance
with section 29 of the University Policy Manual.

37.6 SUPPORT/COMFORT ANIMALS

Support animals are not considered service animals under this policy or applicable
law. Support animals are not permitted in University buildings, athletic fields, or
designated gardens and must follow the guidelines for pets on campus. Support animals
may be allowed in on-campus student residences when registered with and approved by
Disability Services.

Section 38 - SUBSTANCE ABUSE POLICY

38.1 PURPOSE

In keeping with the mission of the University and its commitment to provide an alcohol
and drug-free work environment, the University has formulated the following policy
regarding alcohol and drugs.

38.2 APPLICABILITY

This policy applies to all employees, including those persons who are classified as
faculty, staff and student workers.

This policy also applies to independent contractors employed directly by the University.

38.3 DEFINITIONS

SUBSTANCE means any drug (including alcohol) that has known mind or function-altering
effects on a human subject, specifically including psychoactive substances and including,
but not limited to, substances controlled or prohibited by State and/or Federal law.
Alcohol in this context means beer, wine and all forms of distilled liquor, or any
beverage, mixture or preparation containing ethyl alcohol.

38.4 PROHIBITIONS

The University prohibits the illegal use, possession, transport, manufacture, distribution,
promotion or sale of drugs, drug paraphernalia or look-alike (simulated) drugs and
the unauthorized use or possession of alcohol while performing work for the University.

University employees and independent contractors must not report to work or be on
University controlled property while under the influence of any drug, alcohol or other
substance which will in any way affect their work performance, alertness, coordination
or response, or affect the safety of others on the job, or which would effect their
ability to appropriately represent the University.

At no time or place shall an employee use or be under the influence of drugs or alcohol
or any mind altering substance while driving, riding or sitting in a University vehicle.

38.5 MEDICALLY AUTHORIZED DRUGS

Any employee who is required to use a medically prescribed or over-the-counter drug
which may impair or affect the employee's alertness, coordination or responses must
advise their supervisor of this fact before reporting to work. It is the employee's
responsibility to determine whether or not a prescribed or over the counter drug may
impair their job performance.

The University reserves the right to require any employee using prescribed or over-the-counter
drugs to provide a physician's certification that the use of the drug will not impair
the ability of the employee to perform their job properly and safely.

38.6 FITNESS FOR DUTY, EXAMINATIONS AND TESTING

A supervisor may request a medical evaluation when (1) an employee has taken time
off work due to a serious health condition or injury which creates a reasonable belief
that the employee cannot perform the essential job functions in an effective manner
or are a threat to the health or safety of the employee or others; or (2) an employee's
statements or conduct creates a reasonable belief that the employee cannot perform
the essential job functions in an effective manner or are a threat to the health or
safety of the employee or others. The purpose of the evaluation is to find out if
the employee can perform his or her job in a safe manner. In order to ensure safety
while the employee is being evaluated, the employee may, if appropriate, be placed
on administrative leave for the time needed to conduct the evaluation.

All such medical evaluations must be approved by the Center for Human Resources.

38.7 EMPLOYEE ASSISTANCE

Employees who voluntarily seek assistance for a substance abuse related problem may
do so without jeopardizing their employment status, provided:

a recognizable treatment or rehabilitation program is followed, and

the work performance is acceptable.

In some cases, temporary reassignment to another position may be necessary.

Staff employees are expected to seek assistance through Human Resources.

Faculty employees are expected to seek assistance through the Office of the Provost.

Information concerning employees who participate in treatment and/or rehabilitation
programs will be accorded confidential status. Only those persons who have a need
to know shall have access to such information.

38.8. REPORTING OBLIGATIONS

In accordance with and pursuant to the requirements of the DRUG-FREE WORKPLACE ACT
OF 1988:

any staff employee must notify the Associate Vice President of Human Resources within
five days of any conviction for criminal conduct related to drugs in the workplace;
and

any faculty employee must notify the Office of the Provost within five days of any
conviction for criminal conduct related to drugs in the workplace.

38.9. DISCIPLINARY ACTION

Employees who violate this policy in any way, or who refuse to cooperate with any
aspect of this policy, will be subject to appropriate disciplinary action up to and
including termination of employment, even for a first offense.

Independent contractors who violate this policy may be barred from the premises, even
for a first offense.